Faculty Tenure and Promotion

Scope

This policy applies to all tenure-track and tenured academic appointees, including assistant, associate, full professors and librarians. In this policy, the term “faculty” refers to these positions.

A foundational principle of Indiana University is its enduring partnership across its units, including faculty and librarians, to collectively advance the institution's mission. The establishment, revision, and retirement of academic policies will occur with consultation and input from the University Faculty Council.

Pursuant to Indiana Code (IC) 21-38-11, faculty governance organization actions are advisory only.

All tenure criteria must comply with IC 21-38-3.5 and IC 21-39.5.

This policy shall supersede all campus, school and college, program, department, center, institute, and unit policies on any core or regional campuses of Indiana University.

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Policy Statement

Principles of Tenure and Promotion

Tenure is a foundational element of the university’s academic framework and a cornerstone of academic freedom (see ACA-32: Academic Freedom). It is an express and binding commitment to continuous academic appointment, intended to ensure the freedom of teaching (including librarianship), research and creative activity, and service fundamental to the advancement of the university’s mission. Accordingly, a tenured appointment is intended to continue until retirement or voluntary resignation, subject to the university’s policies regarding dismissal.

Tenure and promotion reflect a balance between faculty and institutional rights and responsibilities. Consistent with university values, faculty uphold high standards of professional conduct and maintain a record of sustained accomplishment in their primary areas of responsibility, including teaching (including librarianship), research and creative activities, and service. Tenure and promotion decisions are based on thorough, rigorous peer review conducted in alignment with the specific mission of the campus and disciplinary norms.

Tenured appointments are held with the understanding that dismissal may occur for the following reasons:

• Incompetence in the performance of faculty duties (see BOT-18: Permanent Separations for Academic Appointees)
• Serious personal or professional misconduct (see BOT-15: Academic Appointee Responsibilities and Conduct)
• Extraordinary, bona fide financial exigency (see BOT-26: Financial Exigency), or
• Unsatisfactory post-tenure review (see BOT-24: Academic Appointee Annual and Post-Tenure Productivity Reviews)

All such actions must be conducted in accordance with applicable law, governing university policies, and shared governance principles to ensure the preservation of academic due process and recognized procedural standards. See BOT-18: Permanent Separations for Academic Appointees.

Development, Review, and Communication of Evaluation Criteria

Tenure reviews evaluate a faculty member’s performance in three core areas— teaching (including librarianship), research and creative activities, and service— consistent with the mission of the campus and disciplinary norms. To be recommended for tenure, a candidate must demonstrate excellence in at least one area, accompanied by a record of satisfactory or better performance in the remaining areas. In some cases, a candidate may present evidence of balanced strengths that promise an overall performance of comparable benefit to the mission of the university.

Each campus is responsible for maintaining a clear, comprehensive document outlining the criteria used to evaluate candidates for tenure and promotion within its academic units, including schools, colleges, and departments. These documents must define the criteria for evaluating teaching (including librarianship), research and creative activities, and service in ways that integrate campus mission priorities with disciplinary expectations. They must also explain how candidates are expected to demonstrate that they meet these criteria and identify the procedures used for evaluation.

Chief academic officers (CAO) ensure that these criteria remain current, appropriate, and mission-aligned by regularly reviewing the documents, confirming that up-to-date versions are easily accessible, and consulting with the academic units to ensure expectations remain consistent with their respective campus missions and disciplinary
norms.

At the beginning of a probationary period, the campus or unit must communicate the applicable criteria to the faculty member. If those criteria change during the probationary period, the faculty member may choose to be evaluated under the criteria in effect at the time of their initial appointment or under the current criteria.

Probationary Period

Appointments to tenure-track positions begin with a designated probationary period, established in writing at the time of initial appointment. This period typically consists of one- to three-year appointment terms, as specified in the faculty member’s appointment letter, and may be renewed based on satisfactory performance.

The total probationary period may not exceed seven years. An exception applies to individuals whose primary appointment is in the School of Medicine, where the probationary period may extend up to nine years. If tenure is not granted by the end of the applicable period, the appointment concludes and is not further extended.

Credit for Prior Employment

Credit toward the probationary period may be granted for prior full-time faculty employment, subject to a determination that the experience is equivalent to expectations at Indiana University. When an individual has completed three or more years of such employment elsewhere, a probationary period of not more than four years may be offered, provided this is agreed upon in writing at the time of appointment. When the probationary period is shortened to fewer than seven years, as outlined in the appointment letter, that agreement is binding for both parties.

Citizenship Requirements for Tenure

Tenure may be granted only to U.S. citizens or permanent residents. Individuals who are not permanent residents may hold tenure-track positions and advance through the probationary period, but they cannot receive tenure until obtaining permanent residency.

When the university offers a tenured position to an individual who is not a U.S. citizen or permanent resident, the appointment is initially made as a tenure probationary position. Once permanent residency is obtained, the appointment converts to the tenured status originally offered. This does not delay the probationary period; instead the faculty member will go through tenure and promotion on the required schedule.

Timing and Notification of Tenure Decisions

Although tenure is typically awarded after completion of the probationary period, it may also be conferred at the time of initial appointment or earlier than the stated period. If a probationary period is scheduled to end during the academic year, it automatically extends to the end of that academic year.

The tenure review process requires active participation by the faculty member. To initiate the review, the faculty member must submit the dossier materials by the established campus deadline. Failure to submit a dossier by the deadline will be interpreted as a decision not to seek tenure and will result in non-reappointment at the end of the probationary period.

A comprehensive review leading to a recommendation for tenure or non-reappointment must occur no later than the sixth year of probationary service (or the eighth year for the School of Medicine). Failure to provide notice of non-reappointment before the start of the seventh year (or the ninth year for School of Medicine faculty) does not result in the automatic conferral of tenure. In such cases, the required tenure review must be conducted as soon as practicable; the probationary period is extended solely for the duration required to complete the review process. If tenure is denied, the appointment will end at the conclusion of the academic year following the year in which the negative decision was made.

The university provides written notification to faculty when tenure is granted.

Tenure and Promotion Review Process

Tenure and promotion recommendations follow a formal review structure, with each campus required to maintain procedural documents that outline review stages and specify required dossier materials.

Recommendations, based on rigorous peer review, are initiated at the department or unit level and are subsequently reviewed by the dean, campus faculty committees, and the chancellor and/or CAO. The President reviews these recommendations and submits the final list of candidates to the Board of Trustees for approval.

Throughout this review process, the dossier serves as the primary record of evidence for all tenure and promotion decisions. With the exception of formal internal and external review letters, only the candidate may add materials or information to the dossier. If new information is requested or received at any stage of review, the faculty member and all prior review bodies must be notified and provided an opportunity to submit a written response. All such information and responses become permanent components of the official dossier and must be considered.

Early Tenure Review and Withdrawal Procedures

Candidates may apply for early tenure only once prior to their mandatory review year. A candidate for early tenure may withdraw from consideration at any point prior to the final decision by the CAO by submitting a written request to their principal administrator, who will then forward it to the CAO.

Following submission of a withdrawal, no further review of the dossier will occur. Candidates pursuing early tenure are not required to resign if they withdraw from the review.

In contrast, individuals in a mandatory review year who choose to withdraw must simultaneously submit a resignation effective at the end of the subsequent academic or fiscal year.

Extensions of Probationary Period

The normal probationary period for tenure-track faculty is no more than seven years of full-time service (with the exception of the School of Medicine, where it is no more than nine). Under certain circumstances, a faculty member may request an extension of the probationary period. An approved extension postpones the mandatory tenure review year.

Extensions are normally granted in one-year increments. Requests must be submitted before the campus deadline for tenure dossier submission. In the following circumstances, an extension of the probationary period will be automatically approved, unless the faculty member requests otherwise:

• Approved leave related to family formation or family support (See BOT-17: Leaves for Academic Appointees)
• Approved medical leave (See BOT-17: Leaves for Academic Appointees)
• University-wide extensions approved in response to extraordinary circumstances

Extensions may also be considered for other compelling circumstances. In these cases, requests are initiated by the faculty member and reviewed by the department or unit head and the dean. Final approval authority rests with the chancellor and/or CAO, the university President, and the Board of Trustees. Requesting or receiving an approved extension will not be used adversely in any evaluation for reappointment, tenure, or promotion. Candidates will be evaluated based on their record, and approved extensions will not be disclosed to external reviewers.

Tenure Location

These tenure principles, policies, and procedures apply to all university schools, departments, and libraries across all campuses. However, a faculty member’s tenure remains specific to the campus unit in which it was held at the time tenure was granted.

In the event of a position elimination due to academic reorganization, faculty reassignment will be conducted in accordance with the procedures and protections outlined in BOT 25: Creation, Reorganization, Elimination, and Merger of Academic Units and Programs.

Eligibility for Promotion to Associate Rank

Promotion from the tenure-track Assistant to the Associate rank typically coincides with the granting of tenure. Reviews evaluate a faculty member’s performance in three core areas— teaching (including librarianship), research and creative activities, and service— consistent with the mission of the campus and disciplinary norms. To be recommended for promotion, a candidate must demonstrate excellence in at least one area, accompanied by a record of satisfactory or better performance in the remaining areas. In some cases, a candidate may present evidence of balanced strengths that promise an overall performance of comparable benefit to the mission of the university. Evidence of a sustained professional trajectory, innovation, and emerging disciplinary leadership are essential indicators of readiness for promotion.

Eligibility for Promotion to Full Rank

Promotion to the rank of Full is a significant academic milestone and is never automatic. A tenured faculty member at the Associate rank becomes eligible for review upon demonstrating a sustained record of high-quality achievement in teaching (including librarianship), research and creative activities, and service. Candidates must demonstrate a cumulative record of excellence in at least one area, supported by satisfactory or better performance in the remaining areas. In some cases, a candidate may present evidence of balanced strengths that promise an overall performance of comparable benefit to the mission of the university. Furthermore, candidates must demonstrate a sustained record of contributions that reflect national or international recognition, consistent with the mission of the campus and disciplinary norms, and expectations at peer institutions. Evidence of continued professional trajectory, innovation, and sustained disciplinary leadership are essential indicators of readiness for promotion to the rank of Full.

Faculty at the Associate rank may request consideration for promotion to the Full rank at any time; however, candidates are advised to do so only when they have made meaningful progress toward meeting institutional and disciplinary expectations. A faculty member with the rank of Associate may apply for promotion to Full rank more than once during their career; however, subsequent applications must demonstrate substantial new achievements and advancements in qualifications since the previous review. Campuses must establish specific procedures for application and reapplication for promotion to ensure the integrity of the review process.

Annual and Post-Tenure Productivity Reviews

All faculty are required to complete an annual performance review. In addition, tenured faculty must undergo a post-tenure productivity review. See BOT-24: Academic Appointee Annual and Post-Tenure Productivity Reviews.

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Reason for Policy

This policy establishes a consistent, university-wide framework for tenure and promotion that supports academic freedom, clear expectations, and rigorous peer review aligned with the university’s mission and standards of the academic disciplines.

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Definitions

Principal Administrator: The head of an academic or administrative unit, or an individual authorized to serve as their representative, at the departmental, college, school, or university level. The position is defined by the delegated authority to act as the lead official for a designated academic and administrative area.

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History

Updated July 26, 2016, to align reworded section covering Tenure Status for Non-Citizens with ACA-77. Revised by the UFC April 22, 2022.

Revisions to this policy to comply with Indiana law IC 21-39.5-2-1 were approved by the UFC Executive Committee on May 21, 2024 and were reviewed and approved by the Board of Trustees on June 14, 2024.

June 2025- Substantive revisions and update Responsible Office; policy number updated from ACA-37 to BOT-11.

June 2026- Consolidation of BOT-11: Faculty and Librarian Tenure and BOT-14: Faculty and Librarian Promotions, and substantive revisions.

Previous Versions:

Effective Dates: 05/28/2010 - 02/23/2016

Effective Dates: 07/26/2016 - 04/26/2022

Effective Dates: 04/26/2022 - 06/14/2024

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