Faculty Promotion Policies and Procedures
Promotion criteria and procedures

AFU University has a statutory, contractual, and moral obligation to advance equal employment opportunity through affirmative action. Individuals and committees throughout every stage of the promotion process will take every precaution not to apply standards and criteria in a manner that discriminates against any employee based on race, creed, sex, disability, life style, family status, age or national origin.

Policy regarding the weighting of the criteria for promotion

Promotion results from the recognition of excellence in a Faculty member’s overall performance. The Criteria according to which a candidate could be promoted to a higher rank (from Assistant to Associate, from Associate to Professor) is based upon the following:

Each Faculty member applying for promotion will be evaluated on the following three criteria:

a) Teaching effectiveness.

b) Continuing scholarly growth and mastery of subject matter

c) Service, including contributions to University and/or the community

The following criteria are to help candidates in addressing each of these points. However, candidates are encouraged to provide other supportive materials and not be restricted to these criteria.

Teaching effectiveness

Evidence of effective teaching will include:

I. Student evaluations: Copies of all student-evaluation summaries should be included in the candidate’s profile. In addition, the candidate should provide an analysis of these summaries, specifically addressing any points of concern.

II. Peer evaluations: Classroom visitation summaries; departmental evaluations; peer-coaching analyses; and solicited and unsolicited letters of support are all considered in this category. Where appropriate, the candidate may provide comments that address any statements made in these documents.

III. Student mentoring: The candidate should document evidence of direct and indirect student support, including academic advising; overseeing student project work; identifying off-campus learning opportunities; guiding student research; and interaction in other realms beyond the obligatory and contractual classroom and laboratory responsibilities.

IV. Teaching materials and philosophy: The candidate is urged to include course schedules, course-related handouts, assignments, examinations or other assessment tools, and any other materials that provide insight into the overall level and quality of teaching.

V. The candidate should provide explanations of materials that may not be obvious to those outside of the specific teaching environment.

VI. Other: The candidate may provide evidence of the implementation of innovative pedagogical methods, materials, or strategies. In addition, specific details of course development or program revision should be documented.

- Continuing Scholarly Growth and Mastery of Subject Matter

Continuing scholarly growth is necessary for a faculty member to increase the mastery of subject matter. Evidence for continuing scholarly growth includes some or all of the following:

I. Graduate work beyond the terminal degree in a discipline that is related to the courses taught by the candidate.

II. Attendance at professionally recognized workshops, seminars, institutes, and short courses related to the discipline or to pedagogy.

III. Participation in organizations advancing the candidate’s professional field or discipline.

IV. Development of new scholarly or practical insights as a result of systematic investigation by the candidate.

V. Program and course development based upon original concepts that demonstrate new possibilities within the candidate’s discipline.

VI. Mastery of subject matter: Evidence of such mastery should be based upon some or all of the following:

    • Attention is given to the highest degree the candidate has earned in the discipline. Furthermore, additional course work and formal investigations in the discipline, including post-doctoral research, should be indicated.
    • Publications: Both the number and quality, as measured by reviews, citations, adoptions, outside professional evaluations, and stature of publishers will be taken into consideration. Note: an anthology that is merely a collection of another author’s work is not the same as one containing the candidate’s original essays. An article in alumni news publication is considerably different from an article published in a peer reviewed professional journal. A minimum of 5 publications in peer reviewed professional journals is required for promotion from assistant to associate professor and a minimum of 7 publications in peer reviewed professional journals is required for promotion from associate professor to professor. 
    • Invited or juried papers, artistic presentations/performances, review article and book chapters are not considered the required number of publications, however, the number and quality of such should be taken into consideration as scientific activities
    • Program development and accreditation efforts.
    • Consulting opportunities, both the number and professional importance of these opportunities should be taken into consideration.
    • Grant applications. Include copies of applications whether or not they were funded.


 This criterion includes contributions to the University and/or the greater community. Evidence for such service will be based upon some or all of the following:

I. Significant contributions to University committees and extensive participation for  any important contributions to the work of the committee

II. Special individual internal and or external assignments benefiting the University

III. Development of curricular or extracurricular proposals which benefit the university

IV. Significant contributions to University governance with supporting document to detail the degree of participation

V. Significant contributions to departmental committees supported with document of participation

VI. Significant contributions to student organizations or activities

VII. Participation in the greater community in a manner that brings recognition to the university through the community outreach services and participations

Weighting of the criteria:

The respective weighting of the three factors in promotion—teaching effectiveness, scholarly growth, and service will contribute as follows:

  • Teaching Effectiveness points (50 points)
  • Scholarly Growth points (35 points)
  • Service points (15 points)

 Procedures for applying for promotion

a) Minimum qualification for promotion to specific ranks

A candidate for promotion must satisfy the following minimum qualifications. The minimum requirements are subject to change to meet the requirement of the ministry of higher education and scientific research (MOE) in UAE. Meeting these qualifications is necessary for consideration, but is not sufficient to warrant a recommendation. The university promotion Committee recommends for promotion only those applicants who demonstrate excellence as measured by the criteria explained above.

I. Requirements for promotion to the rank of Assistant Professor

  • Master’s degree if it is a terminal degree in the field taught from an institution whose graduate programs correspond to those of reputable universities.
  • Ph.D. degree related to the field taught from an institution whose graduate programs correspond to those of reputable universities.

 II. Requirements for promotion to the rank of Associate Professor

  • Earned doctorate equivalent that is related to the field taught.
  • 6 publications at least, in peer reviewed professional journals.
  • Five years of full-time teaching experience or equivalent at the rank of Assistant Professor or equivalent.

III. Requirements for promotion to the rank of Professor

  • 7 publications at least in peer reviewed professional journals,
  • Five years of full-time teaching experience or equivalent at the rank of Associate Professor or equivalent.

b) Promotion Application

Candidate's application file should be submitted to the Human Resources Office (HRO) by the Chair of the candidate’s department and must be complete at the time of submission. The HRO, however, reserves the right to request additional information during the review process. The application file includes:

I. Candidate-Data Form/Personnel-Release Form: must be completed by the candidate applying for promotion. The Personnel-Release Form allows a member of the HRO to access a candidate’s personnel file for review purposes only.

II. Justification Letter: a letter written by the candidate to the Head of the department stating that the minimum requirements for promotion have been met and that the candidate’s abilities and achievements warrant promotion.

III. Candidate’s Narrative and Supporting Documentation: a file comprising specific and detailed documentation of the candidate’s abilities and achievements in each of the criteria listed above. A current curriculum vita is required.

Procedures for considering and awarding promotions

a) Promotions are made by the Dean and will be submitted to the VPAA and the President. Recommendations for promotion are due in the Office of the Dean no later than the date indicated yearly by the Dean.

b) Upon recommendation by the head of the department or by request of the Faculty members, the Promotion Committee reviews the submitted applications for faculty members who are eligible for promotion to a higher rank.

c) Usually, the head of the department may initiate recommendations for promotion by recommendations made to the Dean.

d) A Faculty member may initiate a request to be considered for promotion.

e) It is the responsibility of the Faculty member to provide the committee with all appropriate documentation concerning promotion for review and prior to the review itself.

f) Information and recommendations regarding faculty members to be considered will be discussed and deliberated upon according to the criteria and the weighting of the criteria for promotion between ranks.

g) The Dean will sent report to the VPAA and the President regarding nominees for promotions.

h) Faculty members who are not recommended for promotion by the Committee after submitting completed applications may request, through the Dean, a review of their cases. These cases will be reported to the VPAA.

i) The Dean exercises the right to vote in case of a tie.