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These bylaws are authorized in accordance with the bylaws of the University of ÁùºÏ±¦µä, Reno.

These bylaws provide for the organizational and administrative structure and the personnel policies and procedures of the Reynolds School of Journalism and Center for Advanced Media Studies (RSJ).

These bylaws shall be in force upon (1) approval by a majority of the Voting Faculty (as defined by section III.5. of these bylaws) by secret ballot, (2) approval by the dean of the RSJ, and (3) approval by the university president.

Any member of the RSJ Faculty may propose amendments, by submission to the dean, of the bylaws. Proposed amendments shall be discussed in a School Meeting (as defined in II.1). Voting on proposed amendments shall take place no sooner than ten days and not more than thirty days after receipt of proposed amendments. The proposed amendments shall be in force upon (1) approval by at least two-thirds of the Voting Faculty by written secret ballot, (2) approval by the dean, and (3) approval by the university president as outlined by the process stipulated by the Faculty Senate.

Questions of interpretation of these bylaws shall be directed to the dean. If the dean’s interpretation is in conflict with the interpretation of the majority of the RSJ Faculty as expressed by vote in an official meeting, the dean will seek adjudication from the President of the University of ÁùºÏ±¦µä, Reno, or their designee, for a ruling. This appeal shall take the form of a written request for adjudication of the issue by the president.

These bylaws, which provide for the College’s administrative structure and personnel procedures must comply with the University Bylaws, the NSHE Code, the laws of ÁùºÏ±¦µä and the United States, and all Affirmative Action/Equal Opportunity policies. Unit bylaws are subordinate to the bylaws and policies of the university and to the Code and policies of NSHE. In the event of a conflict between the unit bylaws and the NSHE Code and policies or university bylaws and policies, the unit bylaws shall be superseded by the others and the policies of the university or NSHE shall apply.

As used in these bylaws, the term “School Meeting” shall have the meaning described in section II.1. of these bylaws, and the terms “RSJ Faculty;” “Academic Faculty;” “Administrative Faculty;” “Graduate Faculty;” “Tenured Faculty;” “Tenure-Track Faculty;” “Non-Tenure Track Teaching Faculty;” Non-Tenure Track Temporary Faculty” and “Voting Faculty” shall have the meanings described in section III of these bylaws.

Consistent with the mission of a school of journalism, the RSJ consists of the following types of personnel:

1. Administrative Faculty, including the dean, any associate or assistant deans designated by the dean as provided for by these bylaws, and any other staff designated by the dean as Administrative Faculty
2. Academic Faculty
3. Non-Tenure Track Temporary Faculty
4. Support Personnel, which includes, but is not limited to, classified staff.

1. Frequency. School meetings shall be held regularly during the academic year. The dean may call additional School Meetings as necessary. In addition, the dean will call a school meeting if any member of the RSJ Faculty requests it with the written support of at least one-quarter of the Voting Faculty.
2. Notice and Agenda. The dean or designee shall prepare a preliminary agenda with supporting materials for each School Meeting and distribute such materials no later than one working day before the meeting. The final agenda shall include any item offered by a member of the RSJ Faculty so long as the agenda item is received at least 24 hours prior to the meeting.
3. Composition and Attendance. All RSJ Faculty and staff may attend a School Meeting.
4. Voting. Voting at a School Meeting shall be in accordance with section III.3.d. of these bylaws. When absent from a School Meeting, a faculty member may designate any member of the Voting Faculty as a proxy. The absent member shall inform the dean by telephone, in writing, or electronically (e.g., e-mail, text) of their anticipated absence prior to the meeting and provide the name of the proxy.
5. Procedure. The School Meeting shall proceed according to Robert’s Rules of Order, except that voting at a School Meeting shall be in accordance with section III.3.d. of these Bylaws.
6. Minutes. The dean’s office shall prepare and distribute minutes of each School Meeting to the RSJ Faculty prior to the next meeting.

1. Duties and Responsibilities. The president and provost determine the duties and responsibilities of the dean.  However, as chief executive officer of the RSJ, the dean’s duties typically include: work with the members of the RSJ Faculty to set the goals for the RSJ; represent the RSJ with the university administration and outside constituencies; manage the budget; evaluate members of the RSJ Faculty; and development. The dean is responsible for the hiring of RSJ Faculty and staff, personnel policies, and policies affecting students. The dean is also responsible for the formulation of final faculty role statements, as described in section IV.1.a. of these bylaws, to ensure that role statements are equitable across the faculty.
2. Appointment. When a vacancy occurs in the dean’s position, a new appointment shall be made in accordance with the process outlined in section 3.6.4 of the UNR bylaws. Should the Provost seek to appoint an interim dean during this process, the Voting Faculty shall be consulted.
3. Evaluation. Evaluation of the dean shall be supervised on a regular basis by the provost. In addition, a majority of the faculty may make a written request to the RSJ personnel committee for an evaluation of the dean to be conducted internally with input from faculty and staff and the results summarized and presented to the faculty and provost.
4. Acting and Interim Authority. The president shall determine who has authority to act as dean if the dean departs suddenly or is incapacitated.  The president also has authority to appoint an interim dean.

1. Duties and Responsibilities. Duties and responsibilities of the associate dean of the RSJ will be determined by the dean and may change over time.  However, an overview of duties and responsibilities are available from the dean’s office.
2. Appointment. The dean shall announce to the faculty when the position becomes available. Any member of the regular academic faculty is eligible to serve as associate dean. The Personnel Committee shall solicit nominations and applications from members of the faculty, convene a screening process, and gather feedback on the applicants from faculty. After a vote of the Voting Faculty by individual secret ballot, the committee will submit a recommendation to the dean.
   After consideration of the faculty’s recommendation, the dean recommends a candidate to the provost, for final appointment by the president.  In the event that the dean disapproves of the faculty’s recommended nominee, the faculty may either submit an alternative recommendation, or appeal to the president for adjudication on its original recommended nominee. 
3. Term of Office. The term of the associate dean is normally three academic years. The associate dean may seek reappointment following the same process as that described in section II.3.b. The associate dean shall serve at the pleasure of the dean.
4. Evaluation. The associate dean shall be evaluated annually with respect to the performance of their duties and responsibilities. The associate dean evaluation process shall include an annual survey completed by the RSJ Faculty. The Personnel Committee shall coordinate distribution, collection, and analysis of these surveys. A copy of the survey results shall be provided to the dean, and the committee shall use these results in its annual evaluation recommendation to the dean.

1. Duties and Responsibilities. The graduate director is responsible for the initiation, development, maintenance and improvement of graduate programs and services for the school, as well as other duties as assigned. These responsibilities include the recruitment of new graduate students, processing applications for entrance into the program, advising incoming and prospective students, assigning graduate assistantships, scheduling courses, program assessment, coordinating student summer internships, and convening at least one meeting of the graduate faculty per semester.
2. Appointment. The graduate director will be appointed by the dean upon recommendation by a majority of members of the Graduate Faculty, as defined in III.4. of these bylaws. A majority of the Graduate Faculty will recommend to the dean the appointment of an individual member of the Graduate Faculty as graduate director.  The recommendation shall be by individual secret ballot.  Any member of the Graduate Faculty is eligible to serve as graduate director. Such an election shall be held at least one semester prior to the final semester of the incumbent’s term, unless such election is delayed by a majority vote of the voting faculty. The graduate director’s continued service is at the pleasure of the dean.
3. Term of Office. The term of office for the graduate director shall be three academic years. The graduate director may be reappointed for one additional continuous term if so recommended by a majority of the Graduate Faculty and approved by the dean.
4. Evaluation. The graduate director shall be evaluated annually with respect to the performance of their duties and responsibilities. The graduate director’s evaluation process shall include an annual survey of the director’s performance completed by the Graduate Faculty, with the exception of the dean if the dean is a member of the Graduate Faculty, as well as a solicitation of comments from graduate students. The personnel committee shall coordinate distribution, collection, and analysis of these surveys. A copy of the survey results shall be made available to the dean, and the Personnel Committee shall use these results in the creation of its annual evaluation recommendation to the Dean.

1. Personnel Committee
   1. Duties and Responsibilities. The Personnel Committee is an advisory body that makes recommendations to the dean and associate dean with respect to the annual evaluations of full-time members of the faculty, the associate dean, and the graduate director.
   2. Membership and Terms of Service. The Personnel Committee shall consist of four full-time members of the Academic Faculty, and their terms of service shall be staggered so that at least two experienced members serve each year. In addition, every effort shall be made to ensure diverse representation on the committee to the greatest extent possible. Members shall be elected in a vote of the Academic Faculty, as defined in III.3.c. of these bylaws, administered by the dean during a school meeting. This election shall take place at the beginning of fall semester each academic year, but may be delayed by a majority vote of the Voting Faculty. The election shall be administered by the Dean or Associate Dean. The term of service for each member shall be three academic years. In the case of a vacancy, the dean shall appoint a member of the RSJ Faculty to serve for the remainder of that former member’s term.
   3. Procedures. Each academic year, members of the committee shall elect a chair. The chair shall be responsible for calling and facilitating meetings, and ensuring that the work of the committee is completed. The chair position shall rotate every year, with each member serving at least one year in that capacity. The personnel committee shall use role statements as defined in section IV.1.a. of these bylaws, and criteria for evaluation outlined in section IV.2. of these bylaws as a guide for its activities.
2. Curriculum Committee
   1. Duties and Responsibilities. The Curriculum Committee shall oversee the RSJ curriculum by performing duties that include the following:
      • Review and evaluate course additions, deletions, and proposed changes to the undergraduate curriculum.
      • Review and make recommendations on any proposed additions or deletions in degree programs in the RSJ.
      • Review the RSJ curriculum and make recommendations to ensure that it remains responsive to the needs of students.
      • Make recommendations on academic standards as needed.
      • Coordinate the curriculum assessment program.
        
        The committee shall provide an annual report to the dean on its activities.
   2. Membership and Terms of Service. The RSJ Curriculum Committee shall consist of at least three members of the Academic Faculty, their terms staggered so that at least two experienced members serve each year. Members shall be appointed by the dean prior to the start of the fall semester. In the case of a vacancy, the dean shall appoint an eligible member of the RSJ Faculty to serve for the remainder of that former member’s term.
   3. Procedures. Each academic year, members of the committee shall elect a chair. The chair shall be responsible for calling and facilitating meetings, and ensuring that the work of the committee is completed.
3. Scholarship Committee
   1. Duties and Responsibilities. The Scholarship Committee shall solicit and review applications for journalism scholarships and make decisions for awarding these scholarships.
   2. Membership and Terms of Service. The committee shall consist of at least three members of the Voting Faculty, their terms staggered so that at least two experienced members serve each year. Members shall be appointed by the dean prior to the start of the fall semester. In the case of a vacancy, the dean shall appoint an eligible member of the RSJ Faculty to serve for the remainder of that former member’s term.
   3. Procedures. Members of the committee shall elect a chair. The chair shall be responsible for calling and facilitating meetings, and ensuring that the work of the committee is completed.
4. Technology Committee
   1. Duties and Responsibilities. The Technology Committee shall, based on information solicited from faculty and staff, recommend policies regarding deployment of the various technologies used at the School. The committee shall also investigate and recommend technologies and strategies that may prove useful in RSJ’s teaching and research activities. After consulting with faculty and staff, including the RSJ Technology Coordinator, the committee shall advise the dean on the use of available resources for the purchase of computers, software and other technological items and services. The committee shall provide an annual report to the dean on its activities.
   2. Membership and Terms of Service. The technology committee shall consist of at least three full-time members of the Voting Faculty, their terms staggered so that at least two experienced members serve each year. Members shall be appointed by the dean prior to the start of the fall semester. In the case of a vacancy, the dean shall appoint a eligible member of the RSJ Faculty to serve for the remainder of that former member’s term.
   3. Procedures. Members of the committee shall elect a chair. The chair shall be responsible for calling and facilitating meetings and ensuring that the work of the committee is completed.
5. Diversity Committee
   1. Duties and Responsibilities. The Diversity Committee shall work to increase the diversity of the RSJ faculty and student body, as well as to ensure that diversity issues are considered and featured in RSJ curricula and programs. Its activities may include, but are not limited to, collecting information related to the diversity of faculty searches and the role of diversity in student retention and graduation, for the purposes of accreditation, as well as for developing initiatives, policies and procedures to enhance diversity, equity and inclusion in the RSJ. The committee shall provide an annual report to the dean on its activities.
   2. Membership and Terms of Service. The Diversity Committee shall consist of at least three members of the Voting Faculty, their terms staggered so that at least two experienced members serve each year. Members shall be appointed by the dean prior to the start of the fall semester. In the case of a vacancy, the dean shall appoint an eligible member of the RSJ Faculty to serve for the remainder of that former member’s term.<
   3. Procedures. Members of the committee shall elect a chair. The chair shall be responsible for calling and facilitating meetings, and ensuring that the work of the committee is completed.
6. Assessment Committee
   1. Duties and Responsibilities. The Assessment Committee shall work to implement the RSJ Assessment Plan that seeks to assess learning outcomes for our students in an ongoing, systematic manner, and to apply assessment data to improve curriculum and instruction. The committee shall provide an annual report to the dean on its activities.
   2. Membership and Terms of Service. The Assessment Committee shall consist of at least three members of the Voting Faculty, their terms staggered so that at least two experienced members serve each year. Members shall be appointed by the dean prior to the start of the fall semester. In the case of a vacancy, the dean shall appoint an eligible member of the RSJ Faculty to serve for the remainder of that former member’s term.
   3. Procedures. Members of the committee shall elect a chair. The chair shall be responsible for calling and facilitating meetings and ensuring that the work of the committee is completed.
7. Tenure and Promotion Committee
   1. Duties and Responsibilities. The Tenure and Promotion Committee shall make recommendations on third-year reviews and tenure and/or promotion in accordance with UNR Bylaws.
   2. Membership and Terms of Service. The Tenure and Promotion Committee shall consist of all RSJ tenured faculty, except the dean. Only Rank IV (full professors) shall consider tenure and promotion applications from Rank III to Rank IV. All Reynolds faculty at Rank 0 (III) or Rank 0(IV) shall be added to the Tenure and Promotion Committee for consideration of promotions from Rank 0(II) to Rank 0(III). Only Reynolds faculty of Rank 0(IV) shall be added to the TPC for promotions from Rank 0(III) to Rank 0(IV).
   3. Procedures. The Tenure and Promotion Committee shall be chaired by the associate dean. The chair shall be responsible for calling and facilitating meetings and ensuring that the work of the committee is completed.
8. Ad Hoc Committees.
   In addition to the committees listed in these bylaws, the dean may create ad hoc committees as needed. The dean shall inform the RSJ Faculty of the creation of any ad hoc committee. After creation, such ad hoc committees may serve for a period of up to two calendar years from creation.
   1. Duties and Responsibilities. The duties and responsibilities of ad hoc committees created by the dean shall be established by the dean, in consultation with the faculty and staff.
   2. Membership and Terms of Service. The membership of committees created by the dean shall be appointed by the dean.
   3. Procedures. Members of each ad hoc committee shall elect a chair. The chair shall be responsible for calling and facilitating meetings and ensuring that the work of the committee is completed.

The faculty shall participate in shared governance of the RSJ in accordance with these Bylaws, the University of ÁùºÏ±¦µä, Reno Bylaws, and the NSHE Code.

All members of the RSJ Faculty shall enjoy academic freedom.

The RSJ Faculty shall consist of all persons holding professional positions as provided in the NSHE Code and defined in the University Administrative Manual section 2,505.

1. "Administrative Faculty" means faculty employed in executive, supervisory or support positions, as defined in the NSHE Code. Reassignment and removal from an administrative position shall be in accordance with the NSHE Code.
2. “Academic Faculty” includes all instructional, research, and library faculty, as defined in the NSHE Code. Tenured Faculty are the subset of Academic Faculty who have been granted tenure. Tenure-track Faculty are the subset of academic faculty on probationary status and eligible to apply for tenure. Non-Tenure-Track Faculty are academic faculty in positions of any rank who are not eligible for tenure.
3. “Graduate Faculty” are those members of the RSJ Faculty who meet university requirements as defined in Section 6 of the Graduate Council Bylaws. Members of the RSJ Faculty who have not been appointed to the Graduate Faculty may, upon approval of the dean, be permitted to teach specified graduate courses, and, upon approval by the graduate school, may serve on graduate advisory-examining committees.  But, unless approved by the Graduate School, such persons shall not be permitted to chair graduate advisory-examining committees.
4. “Voting Faculty” includes all RSJ Faculty employed on at least a .5 FTE basis in the School of Journalism, except for non-tenure track temporary faculty, shall constitute the Voting Faculty, and shall have the right to vote, in person or by proxy, at School Meetings. At all times, voting rights shall conform to the UNR Bylaws as defined in section 3.1.7, including voting for tenure.

1. Search Committee. The dean shall notify the RSJ Faculty when a continuing faculty position is created or becomes vacant and shall form a search committee. The search committee shall consist of members of the RSJ Faculty and others as deemed appropriate by the dean. In all cases, a majority of the committee’s members must be members of the RSJ Faculty. If the vacancy is a tenure-track position, at least two members of the search committee must be tenured or tenure-track faculty. The dean shall appoint a chair for this committee, who must be a member of the RSJ Faculty.
2. Search Committee Process. In consultation with RSJ Faculty and the dean, the search committee will publicize a job description by means of a position announcement in accordance with UNR and NSHE policy. The committee shall review the credentials of applicants and recommend preferred candidates to the dean. Upon the dean’s approval, these candidates will be invited to visit the RSJ.
3. Selection. After interviews have been completed, the search committee solicits feedback from the faculty and then provides the dean with a list of the strengths and weaknesses of each candidate. The dean shall make the appointment, taking this list under advisement.

1. Faculty members shall be informed of any recommendation or decision of the dean in any personnel matter affecting them.
2. Role Statements
   1. The associate dean will meet annually with each member of the Academic Faculty to review a draft role statement. These role statements serve the important function of linking the professional goals of individual faculty members to the school’s broader mission.
   2. Role statements will outline goals for the year in the areas of teaching, research (scholarly, creative and entrepreneurial activity), and service, all of which may include community engagement. (UNR Bylaws 3.3.5)
   3. In the case that a faculty member’s role or criteria for meeting standards changes during the course of the year, the associate dean and the individual faculty member will meet and agree on a written revision of the role statement.
   4. Faculty who are hired for the fall semester shall meet with the associate dean within four weeks of their start date to prepare a role statement for the rest of the calendar year. The role statement will be put in writing and signed by the associate dean and the new faculty member and will serve as that faculty member’s role statement for the duration of the calendar year.

3. Annual Evaluation

   1. The dean shall evaluate each member of the RSJ Faculty in writing at least once annually. The dean may delegate the annual evaluation process to the associate dean. Early in each calendar year, each member of the RSJ Faculty is responsible for submitting their annual evaluation and supporting documentation, based upon a schedule set by the dean.
   2. For Academic Faculty, the annual evaluation shall be completed using faculty reporting software designed for this purpose. The Personnel Committee shall review each faculty member’s role statement, annual evaluation and other documents (including course evaluations and syllabi) and provide an assessment of each faculty member’s professional accomplishments.
   3. For Administrative Faculty, the annual evaluation shall be submitted to the individual faculty member’s supervisor. The supervisor shall then complete their own evaluation of the faculty member for submission to the dean, who shall accept, reject or modify the supervisor’s evaluation.
   4. The dean, or associate dean if delegated by the dean, shall use role statements, position description questionnaires and/or information provided by the Personnel Committee evaluations, and/or supervisor evaluations, as appropriate, and their own review of the record to evaluate each individual faculty member’s performance. Upon completion of the evaluations, the dean or associate dean shall provide a report back to the Personnel Committee about any changes made to their recommendations. All personally identifiable information shall be removed from the report to the Personnel Committee to preserve the privacy of faculty members final evaluations.
   5. For Academic Faculty, this evaluation shall be done in accordance with item 2,716 of the University Administrative Manual and shall describe the individual’s strengths and weaknesses in the three categories of teaching, scholarship and service and goals for improvement, as well as the dean or associate dean’s evaluation and recommendation(s).
   6. For Administrative Faculty, this evaluation shall be done according to the process outlined by item 2,715 of the University Administrative Manual, and should address the major accomplishments and challenges of the faculty member during the evaluation period, and plans for enhancing professional/managerial growth and effectiveness, as appropriate, for the next appraisal period, as well as the dean or associate dean’s evaluation and recommendation(s).
   7. The dean or associate dean shall provide all evaluations in writing. The dean or associate dean shall also meet with each member of the faculty to review their evaluation, answer questions, and address outstanding issues. The individual faculty member shall sign the completed evaluation to indicate that they have read the evaluation. The signing of the evaluation does not mean that the faculty member agrees with the evaluation. The dean shall sign the completed evaluation as well.
   8. Completed evaluations shall be sent to Human Resources. If a faculty member wishes to appeal an annual evaluation rating, the process is outlined in section 3.2 (“Grievances”) of the UNR Bylaws.

1. The conditions, eligibility and standards for appointment with tenure are outlined in NSHE Code Title 2, Chapter 3.
2. Tenure and/or Promotion Process
   1. At their time of appointment, faculty members will be placed on tenure or non-tenure track.
   2. RSJ faculty members may apply for tenure and/or promotion in accordance with NSHE Code chapter 3 and UNR bylaws sections 3.3 and 3.4.
   3. To be considered for an award of tenure and/or promotion, a tenure-track academic faculty member is evaluated on three standards: teaching, scholarly/creative work and service. To be considered eligible to apply for tenure, a faculty member must receive an “excellent” rating in teaching or scholarly/creative work and no less than a “satisfactory” rating in the other two standards (see subsection 3.4.2 of the NSHE code and section 3.4.5 of the UNR bylaws).
   4. To be considered for an award of promotion, a non-tenure-track faculty member requires a rating of “excellent” and demonstration of professional achievement in the primary area of responsibility.
3. Evaluation Criteria for Tenure/Promotion
   1. In the area of teaching, performance will be assessed using several indicators, including but not necessarily limited to quantitative and qualitative student evaluations and peer evaluations. A record of consistently strong performance or a trend of improvement in the metrics over the years is desirable. Evidence of teaching performance may include, but not be limited to, the following:
      • Student and peer teaching evaluations.
      • Contribution to significant curricular change, including new course development or extensive revision of courses.
      • Evidence of creating or supervising learning opportunities for students such as service learning, field trips, professional workshops, projects, study abroad, summer projects or boot camps, internships, special-problems course supervision, or independent study.
      • Graduate teaching-related activity such as service as a chair, committee member or supervisor for a graduate student project, thesis, dissertation, or teaching assistantship.
      • Community-engaged teaching.
      • Pedagogical publication (e.g., a textbook) or development of instructional materials.
      • Honors or awards received or nominations for teaching excellence.
      • Documented efforts to improve teaching, such as participation in training, seminars, webinars, or teaching workshops. May also include introducing new teaching methods, creative inclusion of diversity in class, or teaching distance-learning courses.
      • Supervision/coordination of multi-section courses.
      • Teaching courses in the University's Honors Program.
      • Student awards, publications, presentations, or media productions resulting from the direct guidance of the faculty member (which are not claimed under the candidate’s research activity).
      • Invitation to present guest lectures, on and off campus.
      • Grants received, or proposals submitted, for teaching projects.
   2. In the area of scholarship, faculty may pursue diverse paths that include research, scholarly and creative accomplishment. Whichever areas they focus on, faculty must demonstrate significant and continual growth toward a national and/or international reputation. The element of peer review is central to both published research and creative production, such as blind peer editorial review of publication and juried selection of creative production work for festivals and competitions.
      Evidence of scholarly research performance may include, but not be limited to, the following, each of which may include community engagement:
      • Refereed journal articles, monographs or conference papers.
      • Scholarly, analytical, critical and interpretive books or book chapters.
      • Articles, reviews, research reports and commentaries in professional publications.
      • Publications or presentations in non-refereed but recognized professional and other journals.
      • Invited lectures and presentations at symposia, conferences and professional meetings relevant to the academic field of research.
      • Work of an original nature that advances the state of the art in any of the professional fields represented on the faculty.
      • Honors or awards received or nominations for recognition of scholarly performance.
      • Funded or unfunded internal/external grant proposals for research projects.
        
        Evidence of creative activity performance may include, but not be limited to the following, each of which may include community engagement:
      • Writing, production and broadcast or digital publication of video, audio, film and multimedia work.
      • Juried/refereed awards, exhibitions and presentation of creative work at festivals, conventions, symposia and other venues.
      • Performances or presentations related to commissioned creative work.
      • Invited lectures given or workshops led related to creative activity.
      • Refereed papers related to creative activity presented at statewide, regional, national, or international academic conferences.
      • Refereed journal articles and monographs related to creative activity.
      • Funded or unfunded internal/external grant proposals for projects related to creative activity.
      • Honors or awards received or related nominations for recognition of creative work.
      • Social media impact as reflected through analytics and other metrics.
   3. For service, the School expects faculty to participate in adequate levels of service in School, University and professional activities.
      Evidence of service performance may include, but not be limited to:
      • Leadership and service on RSJ and University committees.
      • Organization of RSJ events or advising RSJ student groups.
      • Reviewer, jury member or judge for academic or professional organizations.
      • Community-engaged interaction, which may include invited presentations or speeches to community or other groups (not otherwise listed in teaching or research sections).
      • Reviewer of manuscripts (e.g., for journals or publishers), grants, creative works (e.g., festivals), or tenure and promotion dossiers for other universities.
      • Editorship or editorial board positions for academic journals or publishers.
      • Elected officer, chair, or committee member for academic or professional organizations.
      • Media interviews granted.
      • Service to civic, nonprofit or community groups, such as board member, volunteer, consultant, fundraiser, in a professional role.
      • Honors or awards received or nominations in recognition for service.
      • Consulting for an outside media business or organization.
      • Fundraising efforts that contribute to the RSJ, including scholarships, or other aspect of the university.
      • Funded or unfunded internal/external grant proposals for projects related to service.
4. Standards for Tenure and Promotion to Associate Professor
   1. Third-year review: Tenure-track Faculty will be subject to a review of their progress toward tenure at the end of their third academic year. The third-year review will assess the faculty member’s progress toward tenure and may determine reappointment for the following academic year. The faculty member will complete and submit the university Application for Promotion and/or Tenure and a personal statement (a narrative providing context for the candidate’s teaching, scholarship and service record) to the Tenure and Promotion committee. The TPC will prepare a third-year review and present it to the Dean. The Dean and Associate Dean will meet with the faculty member to discuss the third-year review.
   2. To be granted tenure and promotion to associate professor, an assistant professor must show evidence of successful progress toward tenure during the course of the probationary appointment period. This will be demonstrated through annual evaluations, the third-year review and the dean’s progress-toward-tenure letters, as well as through the Tenure and Promotion Committee report. Candidates should exhibit professional integrity and meet high ethical standards in their work.
   3. In the case of an application for tenure and promotion to associate professor, the candidate will complete the university Application for Promotion and/or Tenure as well as a personal statement. The personal statement is a narrative for internal and external review that describes and provides context for the candidate’s teaching, scholarly research/creative activity and service. The dean will solicit external reviews according to the specific requirements provided by the Office of the Provost. All external evaluation letters received by the College deadline must be included in the candidate’s application.
   4. The application, personal statement and external letters will be reviewed by the Tenure and Promotion Committee, which will provide a written evaluation to the dean following current university procedures. If there are fewer than three eligible members available to form the committee, the dean shall enlist faculty at the rank or status at issue from kindred departments with the approval of the Provost.
   5. The evaluation of the Tenure and Promotion Committee is for advisory purposes only. The dean shall take the evaluation of the committee in consultation, as well as their own evaluation of the portfolio, and make a determination as to whether or not to recommend tenure and promotion and move the application forward to the University level for consideration.  The dean shall convey this determination to the candidate in writing. If the dean does not support sending the case forward for consideration, the case does not proceed to the University Promotion and Tenure Committee. The candidate may then choose to seek reconsideration through University processes, following the procedures in the university bylaws section 3.2.4 and the NSHE Code (5.2.3 and 5.2.4).
5. Standards for Tenure and Promotion to Professor
   1. In the case of an application for promotion to professor, the process is the same as noted above in IV.2.d., with the exception that the portfolio shall only be reviewed by members of the Tenure and Promotion Committee who hold the rank of professor. If there are fewer than three such members on the committee, the dean shall enlist faculty at the rank of professor from kindred departments with the approval of the Provost.
   2. The rank of full professor is granted to recognize a senior faculty member who has demonstrated enhanced national and international standing in the field as well as continued academic and professional growth since being promoted to associate professor.
   3. The standards and criteria noted above for promotion to associate professor also apply to candidates for promotion to professor, but with sustained performance and increased expectations. In teaching, candidates are expected to have provided leadership in terms of mentoring junior faculty and driving curricular innovation. In research, candidates are expected to have had broad impact in contributing to the literature and creative production of the discipline. And in service, in addition to School and University contributions, candidates are expected to have engaged in leadership roles at regional, national and/or international levels in academic and/or professional organizations.

2. Standards for Promotion for Non-Tenure-Track faculty

1. Non-tenure-track faculty may apply for promotion according to the guidelines provided in UNR Bylaws 3.3.5.1. These standards include:
   • Promotion to Rank 0(II) requires a rating of “excellent” and demonstration of professional achievement in the primary area of responsibility.
   • Promotion to Rank 0(III) requires a rating of “excellent” and demonstration of a substantial record of professional achievement in the primary area of responsibility.
   • Promotion to Rank 0(IV) requires a rating of “excellent” and demonstration of a substantial and sustained record of achievement in the primary area of responsibility.
2. In the case of an application for promotion from Rank 0(II) to Rank 0(III), or from Rank 0(III) to Rank 0(IV), the process is the same as noted above in IV.2, with two exceptions: (1) The Tenure and Promotion Committee will not solicit external reviews. (2) All Reynolds faculty at Rank 0 (III) or Rank 0(IV) shall be added to the Tenure and Promotion Committee for consideration of promotions from Rank 0(II) to Rank 0(III). All Reynolds faculty of Rank 0(IV) shall be added to the TPC for promotions from Rank 0(III) to Rank 0(IV).
3. Non-tenure-track faculty members in ranks 0(II) and 0(III) are eligible for promotion to the following rank, based upon demonstration of a record of achievement in teaching, and professional development and/or service, consistent with the faculty member’s role statement and with the RSJ mission. Recommendation for promotion shall be based upon an “excellent” evaluation in the area of teaching, and at least a “satisfactory” evaluation in other areas of responsibility. Evidence of teaching effectiveness shall include the same measures as defined in section 2.c.i.
4. In the case of an application for promotion to Rank 0(III), the faculty member shall have established a substantial record of achievement in teaching.
5. In the case of an application for promotion to Rank 0(IV), the faculty member shall have established a sustained record of excellence in teaching.

3. Administrative faculty promotion

1. Administrative faculty are guided by UNR Bylaws 3.3.6. when seeking advancement.