application letter for promotion from assistant professor to associate professor

• Application For Promotion To Associate Professor

The journey to achieving the rank of Associate Professor is a significant milestone in an academic career, representing not only personal achievement but also a commitment to the values and goals of our esteemed institution. As I humbly submit my application for promotion to Associate Professor in the [Your Department] at [Your Institution], I do so with deep dedication and a sincere desire to contribute further to the academic community that has been my home.Throughout my tenure at [Your Institution], I have poured my energy into three core areas: teaching, research, and service. These pillars of academic life have not only shaped my professional identity but have allowed me to contribute meaningfully to the growth and reputation of our institution. In this application, I present my accomplishments and contributions in these areas, aiming to demonstrate that I meet the criteria outlined for promotion to Associate Professor, as specified by our institution.In the following pages, you will find comprehensive documentation that showcases my dedication and achievements in the areas of teaching, research, and service. These templates are crafted to provide you with a clear and structured understanding of my contributions, supported by evidence that attests to my capabilities as an academic.I kindly request that the esteemed members of the Promotion Committee review this application with thoughtful consideration. It is my aspiration to continue my journey of academic excellence, embracing the additional responsibilities and mentorship opportunities that come with the rank of Associate Professor. I am eager to contribute further to the success and growth of [Your Institution].

Template Request for Promotion to Associate Professor (Teaching Emphasis)

[Your Name] [Your Department] [Your Institution] [Date]

[Office of Promotion Committee] [Your Institution's Name and Address] [City, State, ZIP Code]

Dear Members of the Promotion Committee,

I am writing to formally request consideration for promotion to the rank of Associate Professor in the [Your Department] at [Your Institution]. I have been a dedicated faculty member at [Your Institution] for [X] years and have made substantial contributions in the area of teaching, research, and service.

In the realm of teaching, I have consistently strived for excellence by designing innovative courses, engaging teaching methods, and fostering a supportive learning environment. My commitment to student success is reflected in my teaching evaluations, which consistently rank above departmental averages. Furthermore, I have actively mentored junior faculty and served on numerous departmental committees, contributing to the growth and vitality of the academic community at [Your Institution].

In terms of research, I have produced [number] peer-reviewed publications in reputable journals and presented my work at [number] national and international conferences. My research has been recognized for its impact in the field, as evidenced by [mention any awards or recognition received]. I have also successfully secured [mention any grant funding] in support of my research endeavors.

Regarding service, I have been an active participant in various university and community initiatives. I have [mention specific service activities and leadership roles] that have positively impacted the institution and the broader community.

I believe my achievements in teaching, research, and service align with the criteria for promotion to the rank of Associate Professor as outlined in the [Your Institution's] guidelines. Enclosed with this application, you will find the required documents, including my updated CV, teaching evaluations, publications, and letters of support from colleagues and students.

I kindly request that the Promotion Committee review my application for promotion to Associate Professor. I am committed to continuing my contributions to [Your Institution] and am eager to take on increased responsibilities and mentorship opportunities that come with this promotion.

Thank you for considering my application. I look forward to the opportunity to discuss my qualifications further during the evaluation process.

[Your Name] [Your Contact Information]

Template Application for Promotion to Associate Professor (Research Emphasis)

I am writing to formally request consideration for promotion to the rank of Associate Professor in the [Your Department] at [Your Institution]. Over the course of my tenure at [Your Institution], I have demonstrated a strong commitment to research excellence and scholarly contributions.

In the realm of research, I have made significant contributions to my field, with [number] peer-reviewed publications in prestigious journals and [number] presentations at national and international conferences. My research has received recognition and acclaim, as evidenced by [mention any awards or recognition received]. Moreover, I have secured [mention any grant funding] in support of my research, which has advanced our understanding of [your research area].

As an active member of the academic community, I have also contributed to the growth and reputation of [Your Institution]. I have engaged in collaborative research projects, served as a mentor to junior faculty and graduate students, and participated in departmental and university service activities. My dedication to research and mentorship aligns with the vision and mission of [Your Institution].

Enclosed with this application, you will find the required documents, including my updated CV, a list of publications, conference presentations, and letters of support from colleagues and collaborators.

I kindly request that the Promotion Committee review my application for promotion to Associate Professor. I am eager to continue my research endeavors and contribute to the academic excellence of [Your Institution].

Template Application for Promotion to Associate Professor (Balanced Emphasis)

I am writing to formally request consideration for promotion to the rank of Associate Professor in the [Your Department] at [Your Institution]. Throughout my tenure at [Your Institution], I have demonstrated a commitment to excellence in teaching, research, and service.

In terms of teaching, I have consistently striven for pedagogical innovation, creating engaging courses that foster critical thinking and inspire student success. My teaching evaluations consistently rank above departmental averages, reflecting my dedication to providing a quality education. I have also actively mentored junior faculty and served on departmental committees, contributing to the academic community at [Your Institution].

On the research front, I have published [number] peer-reviewed articles in well-regarded journals and presented my work at [number] national and international conferences. My research has received recognition through [mention any awards or recognition received] and has garnered [mention any grant funding] in support of my scholarly pursuits.

In the realm of service, I have been actively involved in various university and community initiatives, including [mention specific service activities and leadership roles]. These contributions align with the mission of [Your Institution] and have positively impacted the broader community.

Enclosed with this application, you will find the required documents, including my updated CV, teaching evaluations, publications, and letters of support from colleagues and students.

I kindly request that the Promotion Committee review my application for promotion to Associate Professor. I am dedicated to continuing my contributions to [Your Institution] and am eager to embrace the responsibilities and mentorship opportunities that accompany this promotion.

Thank you for considering my application. I look forward to discussing my qualifications further during the evaluation process.

Template Application for Promotion to Associate Professor (Service Emphasis)

I am writing to formally request consideration for promotion to the rank of Associate Professor in the [Your Department] at [Your Institution]. Throughout my tenure at [Your Institution], I have been deeply committed to service, actively contributing to the growth and vitality of our academic community.

In terms of service, I have dedicated myself to [mention specific service activities and leadership roles], both within the university and in the broader community. My efforts have positively impacted [Your Institution] and have aligned with its mission to create a diverse and inclusive educational environment.

In addition to my service contributions, I have also maintained a strong record of teaching and research. In the classroom, I have consistently provided high-quality education, as evidenced by my teaching evaluations, which rank above departmental averages. My research activities have resulted in [number] peer-reviewed publications and [number] presentations at national and international conferences.

I kindly request that the Promotion Committee review my application for promotion to Associate Professor. I am dedicated to continuing my contributions to [Your Institution] and am eager to further engage in service initiatives while embracing the responsibilities and mentorship opportunities that come with this promotion.

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Request Application for Promotion to Assistant Professor

[Below briefly describe on Sample Request Application for Promotion to Assistant Professor. You can follow this sample request letter for promotion by the lecturer of college, university or academy to the senior position of assistant professor on the grounds of education and teaching experience. You can make any change to the below application as per your needs.]

Dean/Registrar…

College/University name…

Sub: Application for Promotion from Lecturer to Assistant Professor

Respect sir,

It is stated that I have been a lecturer (job position) in this college/university since the past 3/4/5 years now (More/less), the subject that I teach is (Subject and department name) and moreover, I carry a specialty in my subject as well. (Describe in your words).

Sir, I have been on the lecturer post since a few years now and I feel like I’m not going to grow in my career if I stay on the same post. (Describe your actual problem and situation). I want to achieve more in my career and be more specialized in it. (Explain your interest and career concern). The only way I think is best for me to reach my goals is only if I get promoted to as an assistant professor. (Describe your confidence and dedication).

That way I’ll be able to teach (Subject name) and grow much more in my field of specialization. (Cordially describe your requirements). I hope that you will be kind enough to approve my promotion request and help me more in my future.

Yours Truly,

Job designation and Department name…

Another Format,

Dear (Sir),

I am writing to you because I would like to discuss the promotion to assistant professor. (Describe in your words). I think that this promotion is best for me because I am good at teaching people and I am also good at planning out lessons on a weekly basis. (Explain your interest and career concern). I have always wanted this job because teaching is something that makes me feel happy and I enjoy it. I would love to make this my permanent career and I am very determined to make this succeed. (Describe your confidence and dedication). I am good at meeting deadlines.

I also think that this can give me the opportunity to learn new knowledge and skills and improve on existing ones. (Cordially describe your requirements). I hope that you can give me a chance. I look forward to hearing back from you.

Kind regards,

Application for Promotion to Assistant Professor from Lecturer

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University of Pennsylvania

Promotion to Associate Professor

III. THE STANDING FACULTY OF ARTS AND SCIENCES

C. PROMOTION TO ASSOCIATE PROFESSOR

• Promotion to the rank of Associate Professor in SAS is an appointment for an indefinite term and thus must be made only after a very careful evaluation of the candidate and of the needs and plans of the department and of SAS. Persons recommended for promotion to tenure should show evidence of significant scholarship, as recognized by specialists in the appropriate field of study both inside and outside the University. Candidates must exhibit breadth of intellectual interests relevant to the academic needs and plans of their department and the School of Arts and Sciences and effective teaching and service to the department and to the University.

No search is required when a promotion within the Standing Faculty is considered. However, the Affirmative Action Officer must be convinced that equitable consideration for promotion has been given to all other untenured faculty members in the department with equal or greater number of years in the same rank, including female and minority faculty members.

When a department decides to make a formal review to consider promotion from Assistant Professor to Associate Professor, it must request the candidate to nominate up to three persons from outside the University to serve as external reviewers. In addition, the department should nominate at least eight persons to serve as external reviewers. These reviewers should be persons selected for their national and international scholarly standing as well as for their knowledge and judgment of the field of the candidate. The names of the reviewers nominated by the department should not be made known to the candidate. The letter that requests the evaluation will be sent from the department, but must conform closely in spirit to the sample letter contained herein. The letter must request comparisons which are as quantitative as possible and must not "lead" the reviewer by suggesting, for example, that the department wishes to promote the person being reviewed. A sample of the suggested letter ( SAS Form 02-18 ) is enclosed. The actual letter is to be reviewed by the appropriate Associate Dean before it is sent.

The Provost's Staff Conference requires six external letters in the dossier in addition to any written by reviewers nominated by the candidate. If fewer than six letters are received from reviewers proposed by the Department, the Department must ask for authorization of additional reviewers to ensure that the minimum of six letters is received.

Please review Section II.I on page 11 (Confidentiality of Employee Records.)

Recommendations for promotion from Assistant Professor to Associate Professor can be made at any time during a person's appointment as an Assistant Professor. However, University policy requires that an Assistant Professor be notified of his or her promotion or termination no later than the end of the sixth full year of service as an Assistant Professor.

Departmental recommendations should reach the Dean's Office no later than the beginning of the spring term of the sixth full year of service. Obviously, the department must begin its own review well before that time. In the event that advice from the department is not received in time to permit the Personnel Committee, the Dean, and the Provost's Staff Conference to complete their reviews before June 30 of the sixth full year of the appointment, the Dean will send a notice of termination to the faculty member to protect the interests of the School of Arts and Sciences.

Important note: the deadline for action before the end of the sixth year of service may be modified if the tenure probationary period is extended according to the University's Policy on Extension of Tenure Probationary Period (2006 Handbook , Section II.E.3 . revised February 24, 2006), which is as follows:

When a qualifying events occurs, the following members of the faculty are eligible for an extension of the corresponding probationary period: (a) non-tenured members of the standing faculty --the tenure probationary period; (b) clinician-educators, members of the research faculty – the promotion review period . The qualifying events that trigger eligibility for an extension are: a child is born, adopted, or placed for foster care, into the faculty member's household and the faculty member is the primary or co-equal parental caregiver by reason of a serious health condition (as defined in Section 2611(11) of the Family and Medical Leave Act of 1993) persisting for a substantial portion of the period for which the extension is sought, the faculty member is required to act as the primary or co-equal parental caregiver for a child, or the primary caregiver for a spouse, or domestic partner (as defined in the domestic partner benefits policy); or by reason of a serious health condition (as defined in Section 2611(11) of the Family and Medical Leave Act of 1993) persisting for a substantial portion of the period for which the extension is sought, the faculty member is unable to perform the functions of his or her position. In the event that both spouses or domestic partners (as defined in the domestic partner benefits policy) are members of the standing faculty, or clinician-educators, or the research faculty, both spouses and domestic partners are covered by sections A.1 and A.2 of this section. The length of each extension shall be one year. The faculty member shall complete the Notification of Extension form and transmit it to the Provost’s office, with copies to the department chair and Dean, within one year of the birth, adoption, or foster care placement. Deans and department chairs are responsible for ensuring that all faculty eligible for an extension receive the Notification of Extension form.  Extensions of the tenure probationary period shall be without prejudice to the obligation of the University to provide faculty members with twelve-months' notice of termination. When a faculty member who has taken an extension under this section is being reviewed for tenure or promotion to associate professor, the dean, in his/her letter soliciting evaluations from external reviewers, should explicitly state that the candidate has taken an extension pursuant to this policy. The dean should further state that the policy of the University of Pennsylvania is to evaluate the productivity of each candidate who has been granted an extension as if he or she had been in probationary status for the normal duration, so that the candidate is not penalized for having received the extension. Upon being notified of a faculty member’s application for a one-year extension of the probationary period, the University will approve the application unless specific and compelling factors require its denial. The action of the Provost shall be communicated in writing to the faculty member and shall specify the revised date of tenure review and termination date of the probationary period and (in the event that the request is denied) shall specify the grounds for the denial. For untenured members of the standing faculty on the tenure track, the total probationary period cannot exceed ten years. For assistant professors on the clinician-educator track, and assistant professors on the research track, the total probationary period cannot exceed thirteen years.

• Dossier for Promotion to Associate Professor ( SAS Form 99-10)

Chair's Letter The tenured members of the department should evaluate the candidate for promotion to tenure in terms of his or her accomplishments to date and potential for continued professional growth in both scholarship and teaching. The Chair's summary of this evaluation should include both the positive and negative aspects of the discussions. The Chair should comment on the candidate's scholarly achievement to date, potential for continued growth, teaching record, and other contributions to the department and to the University. A description of the academic program of the department should be included, along with a clear indication of how the candidate fits within that program. The priority of the candidate's subfield relative to other aspects of the program should be made clear. The Chair's letter must include the formal vote of the faculty on the recommendation including the manner in which the vote was taken. Positive votes, negative votes, abstentions, and absences must all be included in this statement. No dossier will be considered by the Personnel Committee if it lacks an explicit statement of the formal vote. Minority opinion should be summarized in the Chair's letter or in a separate letter from a faculty member designated by the Chair. Faculty members on leave or temporarily absent should be given an opportunity to express their views.

•  Curriculum Vitae of the Candidate

The candidate is responsible for preparing an up-to-date curriculum vitae which includes scholarly accomplishments and plans, teaching experience at the University (course numbers and descriptions, numbers of students, dissertation supervision, graduate student placement, and undergraduate independent study supervision), and administrative and committee work. All work published and in progress should be included in the bibliography. Candidates must provide inclusive pagination for all bibliographical citations in the curriculum vitae (exact page numbers for articles, number of pages for books and monographs). In addition, the Chair should annotate the curriculum vitae or append to it a statement that will enable readers of the dossier: (1) to distinguish the journals in which the candidate's work appears that are refereed from those that are not; and (2) to identify the writings that are primarily by the candidate in cases of multiple authorship. The Chair should identify the most significant scholarly journals in the field and indicate the protocol for the field with regard to the order of names on jointly authored works. Include all professional reviews of books written by the candidate. No dossier for promotion to Associate Professor will be considered by the Personnel Committee if it lacks this information. Two copies of each major publication, accompanied by a check list ( SAS Form 99-20 ) to ensure their return, must be included. When a candidate for promotion has, had, or will have grant support from outside agencies, the Department should use SAS Forms 99-28 , 99-29 , and 99-30 to elaborate.

• Personal Statements

The candidate is encouraged to provide a personal statement(s) detailing research, teaching, and service approaches and goals. Typically, this statement--or these statements--greatly strengthen the understanding of the candidate in the various stages of review.

• Teaching Chronicle ( SAS Form 99-15 )
• Evaluation of teaching

Although evaluations of teaching must accompany any recommendation for promotion, the evaluation in the case of promotion to Associate Professor with tenure must be especially thorough. The dossier must contain all available School or departmental course evaluations. If small advanced graduate courses have not been evaluated, that fact should be noted in the teaching chronicle. Student comments from the School or departmental evaluation forms should be included. If the number of comments is large, a representative sample should be included together with a statement concerning the method of selection. Letters should be solicited from teaching assistants who have worked under the supervision of the candidate. If this number is large, a sampling of TA's from different courses will be sufficient. Letters should also be solicited from current or former students. Please do an appropriate random solicitation, indicate in the dossier how the solicitation was carried out, and include all letters received. Precede such letters by a sample of the soliciting letter (see SAS Forms 99-26 and 99-27 for suggested letters). Material should be organized to indicate the source of all evaluations, and whether the students are graduate or undergraduate students. Letters may also be included from faculty who have observed the candidate's teaching, worked with the candidate in jointly taught courses, or served in a teaching mentoring role for the candidate. The particular relation should be made explicit. The Chair is responsible for providing enough information so that the teaching data can be appropriately assessed. A departmental analysis of the teaching data in a format that is consistent from case to case within the department would be helpful. Average departmental ratings and plots of instructor quality ratings versus class size can be helpful. In interpreting the teaching evaluation of a faculty member teaching a specific course, it might be helpful to know how those ratings compare with the ratings of other faculty who have taught the same course.

• Faculty Distribution by Rank ( SAS Form 99-16 )
• Letters from University Faculty

At least three letters from University faculty from within the department and, if appropriate, from other departments or schools must be included. The report of an ad hoc departmental committee may be substituted for individual letters from department faculty.

• Letters from External Reviewers

The list of approved external reviewers ( SAS Form 99-17 ) and a sample of the Chair's standard letter requesting the reviews should precede the letters. Non-respondents should be noted on the list. The letters should be included in the order in which the names appear on this list. Other external letters may be included after those from reviewers on the approved list. If these latter letters are to be given weight by the reviewing committees, some indication of the credentials of the reviewers and of the circumstances under which they appear should be included.

• Notification of Candidate

It is the responsibility of the Chair to notify the candidate in writing of the official action taken before June 30 of the penultimate year of the candidate's probationary term. If promotion has not been approved, the Chair should notify the candidate with a letter similar to that suggested in SAS Form 99-21 . A copy of the letter countersigned by the candidate must be sent to the Dean's Office together with a Faculty Equal Opportunity Compliance Statement ( SAS Form 99-5 ).

• Procedures when the Department does not Recommend Promotion

After either a formal (external) or an informal (internal) review of the candidate's qualifications, the department may decide, for either scholarly or programmatic reasons, that it does not wish to recommend that the candidate be promoted to Associate Professor. In this event, a formal recommendation that the candidate not be promoted must be forwarded to the SAS Dean no later than the beginning of the spring semester of the candidate's sixth year as an Assistant Professor. Important note: the deadline for action before the end of the sixth year of service may be modified if the tenure probationary period is extended according to the University's Policy on Extension of the Tenure Probationary Period (see Section III.C.3 .). Dossier Prepared for Dean In general, one copy of all documentation which was considered in making the decision should be forwarded to the Dean. The dossier should include: Chair's Letter The Chair's letter should summarize the discussion in the department and state the reasons that the department decided not to recommend promotion. The formal vote of the faculty members must be included. Dissenting opinion, if present, should either be summarized in the Chair's letter or in a separate letter from a faculty member designated by the Chair.

• Curriculum Vitae of Candidate

The curriculum vitae should be presented in a manner similar to that presented for a positive recommendation.

• Evaluation of Teaching

All teaching evaluations considered by the department in making its recommendation should be included. All available course evaluations, whether formally considered or not, should be included. Evaluation by faculty peers is encouraged.

Any letters from University faculty, either in the department or in other departments or schools, that were considered in the evaluation by the department should be included.

• External Letters

All letters from external reviewers, if any, that were pertinent to the evaluation should be included. If these were solicited from an approved list, the list and a sample of the Chair's letter of solicitation should be included. If the letters were written by external scholars not on the approved list, the standing of the writers and the occasion for the letter should be explained.

• Documentation of Affirmative Action Procedures

It is the responsibility of the Chair to notify the candidate in writing of the official action taken before June 30 of the penultimate year of the candidate's probationary term. A letter similar to that suggested in SAS Form 99-21 should be used for this notification. A copy of the letter countersigned by the candidate must be sent to the Dean's Office together with a Faculty Equal Opportunity Compliance Statement ( SAS Form 99-5 ).

• Appeal of Unfavorable Recommendation

If the department does not recommend promotion, the candidate may appeal the case to the Dean. The candidate should present, in support of the appeal, whatever information he or she believes has either been overlooked or inappropriately evaluated. If the Dean believes that the department has not considered all aspects of the case, the Dean may ask the department to reconsider the case. The Dean also has the option of forwarding the dossier to the Personnel Committee without the endorsement of the department. In this event, which should be extraordinarily rare, the Dean must inform the Chair of the department of this action and the reasons for it.

• Procedures for Resubmission of Case by Departments - see section F .

Human Resources

Academic promotion example application forms.

Professor, Research and Teaching, MKn

Professor, Research and Teaching, MK

Professor, Research and Teaching, CE

Professor, Teaching Focused, GV

Professor, Teaching Focused, IT

Professor, Teaching Focused, JB, 2022/23 Link opens in a new window

Reader, Research and Teaching Focused, MN, 2022/23

Reader, Teaching Focused, MP

Associate Professor, Teaching Focused, NC

Assistant Professor, Teaching Focused, JB, 2022/23

Assistant Professor, Teaching Focused, FVL

Senior Teaching Fellow, CLB (now called Assistant Professor, Teaching Focused)

Senior Teaching Fellow, NJ (now called Assistant Professor, Teaching Focused)

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Dossier Samples

The following samples are model dossiers from previous promotion and tenure cycles. Documents within each group are listed by the candidate's area of excellence, school, and the promotion and tenure cycle year it was reviewed. Because we only use exemplary dossiers as samples, not every category is represented. Also, be cause the samples are from previous cycles, the format may not match the current guidelines; however, how they document excellence and present their case for promotion and/or tenure is still relevant . The files are for reference only, so permissions and functionality have been restricted (no editing). To access a model dossier, email ude[dot]iupui[at]rhdaca .

Candidates, please remember that your dossier must adhere to the current IUPUI Guidelines for Preparing and Reviewing Promotion and Tenure Dossiers and that the samples presented below are only meant to be a reference to help you present your best case for promotion and/or tenure.

Many thanks to the faculty who have agreed to post their dossiers! 

Tenure-Track Faculty

Third year reviews, research/creative activity excellence cases.

• Amber Comer, Research, School of Health and Human Sciences
• Ayoung Yoon, Research, School of Informatics and Computing
• Brady Atwood, Research, IU School of Medicine

Balanced-Binned Excellence Cases

• Tyrone Freeman, Balanced, Lilly Family School of Philanthropy

Promotion & Tenure (Assistant Professor to Associate Professor)

• Aaron Ganci - Research/Creative Activity, Herron School of Art + Design, 2017-18
• Al Baucum - Research/Creative Activity, School of Science, 2018-19
• Tamika Zapolski - Research/Creative Activity, School of Science, 2018-19 
• Nikki Munk - Research/Creative Activity, School of Health and Human Sciences, 2018-19
• Catherine Hudnall - Research/Creative Activity, Herron School of Art + Design, 2018-19
• Heather Hundley - Research/Creative Activity, School of Medicine, 2018-19
• Katharine Head - Research/Creative Activity, School of Liberal Arts, 2019-20
• Carly Schall - Research, School of Liberal Arts, 2019-20
• Amber Comer, Third-Year Review, School of Health and Human Sciences
• Andrea Bonetto - Research, School of Medicine, 2020-21
• Ayoung Yoon, Third-Year Review, School of Informatics and Computing
• David Wilkerson - Research, School of Social Work, 2020-21
• Brady Atwood, Third-Year Review, IU School of Medicine
• Elizabeth Thill - Research, School of Liberal Arts, 2021-22
• Erin Brady - Research, School of Informatics and Computing, 2021-22
• Marlene Walk - Research, O'Neill School of Public and Environmental Affairs, 2021-22
• Scott Desmond - Research, IU PU Columbus, 2022-23
• David H K Nguyen - Research, School of Education, 2022-23
• Laura Liu - Research, IU PU Columbus, 2022-23

Teaching Excellence Cases

• Mari Hopper - Teaching, School of Medicine, 2017-18
• James Mendez - Teaching, IUPUC, 2018-19 

Service Excellence Cases

• Burcin Ekser - Service, School of Medicine, 2019-20
• Cullen Merritt - Balanced Case, O'Neill School of Public and Environmental Affairs, 2019-20
• Cristina Santamaria Graff - Balanced, School of Education, 2020-21
• Tyrone Freeman, Third Year Review, Balanced, Lilly Family School of Philanthropy

Balanced-Integrative Excellence Cases

• Lasana Kazembe - Balanced-Integrative (DEI), School of Education, 2022-23

Promotion (Associate Professor to Professor)

• David Basile - Research/Creative Activity, School of Medicine, 2018-19
• Leslie Ashburn-Nardo - Research/Creative Activity, School of Science, 2019-20
• Davide Bolchini - Research/Creative Activity, School of Informatics and Computing, 2019-20
• Raymond Konger - Research/Creative Activity, School of Medicine, 2019-20
• Brian Dixon - Research, Fairbanks School of Public Health, 2021-22
• Danielle Riede - Research/Creative Activity, Herron School of Art and Design, 2021-22
• Jennifer Bute - Research, School of Liberal Arts, 2021-22
• Jeremy Carter - Research, O'Neill School of Public and Environmental Affairs, 2021-22
• Rachel Wheeler - Research, School of Liberal Arts, 2021-22
• Randall Roper - Research, School of Science, 2021-22
• Wendy Miller - Research, School of Nursing, 2022-23
• Kathleen Thorius King - Research, School of Education, 2022-23 
• Deanna Reising  - Teaching, School of Nursing, 2017-18
• Steve Fox - Teaching, School of Liberal Arts, 2017-18
• Vanchit John - Teaching, School of Dentistry, 2018-19
• Katherine Wills - Teaching, IUPUC, 2018-19
• Susan Hyatt - Teaching, School of Liberal Arts, 2019-20
• Robert Weissbach - Teaching, School of Engineering and Technology, 2021-22
• Raghu Motaganahalli - Service, School of Medicine, 2020-21
• Greg Hull - Balanced Case, Herron School of Art + Design, 2017-18
• Jennifer Thorington-Springer - Balanced Case, School of Liberal Arts, 2019-20
• Carrie Foote - Balanced, School of Liberal Art, 2021-22
• Estela Ene - Balanced, School of Liberal Arts, 2021-22
• Frank Lippert - Balanced, School of Dentistry, 2021-22

Clinical Faculty

Promotion (clinical assistant professor to clinical associate professor).

• Emily McLaughlin - Teaching, School of Engineering and Technology, 2018-19
• Kathleen Kent - Teaching, School of Nursing, 2020-21
• Darrell Nickolson - Teaching, School of Engineering and Technology, 2021-22
• Shotunus Peterson - Teaching, School of Social Work, 2021-22
• Ryan Relich - Service, School of Medicine, 2019-20
• Jennifer Eikenberry - Service, School of Medicine, 2020-21
• Jessica Kanis - Service, School of Medicine, 2020-21
• Sara Johnson - Service, O'Neill School of Public and Environmental Affairs, 2020-21
• Yelena Chernyak - Service, School of Medicine, 2020-21
• Lawrence Lee - Service, School of Medicine, 2021-22

Promotion (Clinical Associate Professor to Clinical Professor)

• Benton Hunter - Service, School of Medicine, 2019-20
• Juan Tejada - Service, School of Medicine, 2020-21
• Brad Desnoyer - Teaching, McKinney School of Law, 2021-22
• Lin Zheng - Balanced Integrative (Global Learning), Kelley School of Business, 2022-23

Lecturer Faculty

Promotion (lecturer to senior lecturer).

• Christopher Finch - Teaching, School of Engineering and Technology, 2021-22
• Elizabeth Freije - Teaching, School of Engineering and Technology, 2021-22
• Sarah Johnson - Teaching, Fairbanks School of Public Health, 2022-23

Promotion (Senior Lecturer to Teaching Professor)

• Elizabeth Malatestinic - Teaching, Kelley School of Business, 2020-21
• Rob Elliot - Teaching, School of Engineering and Technology, 2020-21
• Anita Giddings - Teaching, Herron School of Art + Design, 2020-21
• Nancy Goldfarb - Teaching, School of Liberal Arts, 2020-21
• Debora Sasso Herold - Teaching, School of Science, 2020-21
• Lingma Lu Acheson - Teaching, School of Science, 2020-21
• Gina Londino-Smolar - Teaching, School of Science, 2021-22
• Melissa Nemeth - Teaching, Kelley School of Business, 2022-23

Librarian Faculty

Promotion and tenure (assistant librarian to associate librarian), performance excellence cases.

• Jere Odell - Performance, University Library , 2017-18
• Rachel Hinrichs - Performance, University Library, 2021-22

Promotion (Associate Librarian to Librarian

 performance excellence cases.

• Tina Baich - Performance, University Library, 2017-18 
• Kristi Palmer - Performance, University Library, 2017-18
• Eric Snadjr - Performance, University Library, 2021-22
• Willie Miller - Performance, University Library, 2022-23

Research Faculty

Promotion (assistant research professor to associate research professor), research excellence cases.

• Yue Wang  - Research, School of Medicine, 2021-22

Promotion (Associate Research Professor to Research Professor)

• Michele Yip-Schneider - Research/Creative Activity, School of Medicine, 2018-19

Recent Updates

Balanced - integrative examples.

There are  two balanced-integrative dossier examples:

• Lasana Kazembe - Promotion to Associate Professor with Tenure, Balanced-Integrative (DEI), School of Education, 2022-2023
• Lin Zheng - Promotion to Clinical Professor, Balanced- Integrative (Theme: Global Learning), Kelley School of Business, 2022-2023

Third-Year Reviews

There are now third-year review candidate statements available. Please see the section for Tenure-Track Faculty (Assistant to Associate) for the third-year reviews and the exemplary candidates' full P&T dossiers.

Contact, Address and Additional Links

• Promotion & Tenure
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• Academic promotion tips (6) - Craft your career narrative

Last of a six-part blogpost series on how to write an effective application for promotion in academia

Anne-Wil Harzing - Mon 21 Mar 2022 17:41 (updated Wed 20 Sep 2023 11:24)

Evidencing your positive impact for the core aspects of an academic job: Research & Engagement , Teaching & Learning , Leadership & Service is crucial. Additionally, and especially when applying for promotion to (Associate) Professor, however, universities might also want to know what you "profess". In other words, a coherent statement of what you see as the core of your academic identity.

Drawing on your academic identity can turn your application from a fairly sterile list of achievements to a compelling career narrative. It demonstrates you are an individual who cares about their profession, rather than a cardboard cut-out rattling off a list of tick-boxes.

Finding your career narrative is not always easy. Some academics are able to craft this narrative prospectively, others construct it retrospectively - perhaps even drawing inspiration from how others see them. Below I provide examples for each of these three options.

Craft your career narrative prospectively

For some academics a career narrative comes naturally and dates from the very start of their careers. These are usually academics who have a very focused research interest and/or a burning passion for a particular field of research.

One of my colleagues, Andrea Werner , recently applied successfully for promotion to Associate Professor. Her application had a very clear narrative around her interest in Business Ethics and CSR. This was reflected in both her contribution to research and to teaching.

My research interest in Business Ethics and Corporate Social Responsibility derives from my belief that business should be a force for good in society. I thus have a passion for applied research that, in line with the University’s aim, “has a positive impact in society”. I am passionate about teaching Business Ethics; today’s business world requires a thorough understanding of ethical and social responsibility issues. Through my teaching, students develop crucial employability skills such as analytical and critical thinking, developing solutions to ethical issues, and the ability to speak up about misconduct.

However, it was also evident in her leadership, which - in addition to being PhD coordinator and seminar coordinator for the department - involved appointments as a reviewer for the Departmental Research Ethics Committee (REC), editorial board member of Journal of Business Ethics , a premier journal in the field, and co-lead of a cross-departmental research cluster in Business Ethics and Corporate Governance .

Hence, her passions and strengths were abundantly clear from her application. They also provided an excellent match with the need of the university and the school. As Andrea also effectively evidenced her performance in research, teaching, and leadership, the decision to promote her is likely to have been an easy one.

Many of my Middlesex Business School colleagues have an equally burning research passion that guides their career. Here is a selection that might inspire you to write your own:

• Anastasia Christou : My interdisciplinary research on the inequalities of gender, class, race / ethnicity, sexualities in migrant/minority, youth/ageing groups advances decolonial contributions and transnational ethical awareness toward social justice, inclusivity, and equity.
• Parisa Dashtipour : My research explores the organizational and psychosocial dynamics that shape and limit mental health at work.
• Athina Dilmperi :  My research examines how consumption can improve well-being, focusing on how lives can be enriched by the creative/cultural and recreation domains. I collaborate with industry and policy makers to provide solutions that increase societal well-being.
• Tim Freeman : My research explores issues of public service delivery, policy and governance, and my current and recent funded projects and publications have an economic development emphasis in relation to migrant communities within the UK and global south.
• Yan Jiang : My research explores how to manage and achieve sustainability in the supply chain. This research is closely related to the industry, involving relationship management, mutual influence, and key performance outcomes for supply chain members.
• Nico Pizzolato : My research looks at the transformation of capitalism over the past century and the changing role and subjectivities of workers in it; within this horizon, I focus on labour migration; coercion and labour; workplace democracy.
• Ericka Rascon Ramirez : My research focuses on the causes of low investments in human capital. I use economic and social psychology theories to inform the design of interventions that aim to improve learning, sexual health, and civic education in Africa and Middle East.
• Salma Soliman : My passion for multi-disciplinary research leads me to explore different topics and industries (e.g. global value chains, refugee entrepreneurship, agro-industry, hotel industry) under the general umbrella of institutional voids in emerging markets (EMs).
• Clarice Santos : My research interests reflect my commitment to, and passion for, diversity, equality, inclusion, and ultimately, social justice. I use community building and engagement to co-create better futures, focusing particularly on women and ethnic minorities.

Create your career narrative retrospectively

Not all of us have such a strong narrative running through our career. Personally, I very much "stumbled into" a PhD and an academic career . I chose my research topics based on whatever fascinated me at the time or the practical challenges that I encountered, rather than having a burning research passion. So, I certainly didn't have a coherent narrative ready when I started writing my promotion application.

But sometimes you can craft this narrative retrospectively. You might be able to deduce it from a pattern of actions, much like an emergent strategy. This might not be possible for your entire career profile, but you may be able to do this for one or more elements of your application.

When I crafted my promotion application for Associate Professor, I really struggled to tie together five different research programmes. However, after some reflection I was able to capture the principles underlying them (see below) and was able to write up the rest of application evidencing these principles.

My approach to research has been guided by three principles: conducting innovative research in new areas; designing rigorous, systematic, and large-scale empirical tests of core models and theories in international management; and challenging commonly held beliefs through a critical evaluation of established work. As a result, my research has consistently pushed the frontiers in the area of International Management and has become highly cited by academics in the field.

My teaching statement was fairly generic. To make my case, I relied mostly on the breadth of the courses I taught, my good teaching evaluations, and my textbook in International HRM . At the time there wasn't yet the need to establish you had consistently taught according to the 7, 8, 9, 10, 11, 12, 13 or even 20 “principles of effective teaching”, and/or embodied the “values of the university” through your teaching.

However, I think I did manage to find a fairly coherent - retrospective - rationale for my approach to leadership. What do you think?

There are so many opportunities for leadership in University management that it is difficult to know where to channel one's efforts. I found that one of the best places for me to show leadership was in a place that would capitalise on my research skills and my passion for mentoring, so I’ve taken on a large-scale Departmental role – the directorship of the PhD program. [...] I was also able to express this through the development and maintenance of my academic website, www.harzing.com, into a major resource centre in international and cross-cultural management.

For those that are cynical about exercises in "story-telling", I am not suggesting you disingenuously invent a story. What I am suggesting is that you use your promotion application as a reflection on what is important to you. Your evaluators will find it much easier to appreciate your contributions if they display some coherence.

Be inspired by colleagues' view of your work

You know how readers sometimes find meanings in a poem that the writer was oblivious about? How art critics create narratives that would perplex the artist? Similarly, someone else might find a narrative in your academic work that you had not even consciously realised. Given some distance, your colleagues can often see the wood, when all that you can see are the individual trees.

This doesn't always happen in time for your promotion application unfortunately. In my case it didn't. But I do have two good examples that occurred in the years after my promotion to Full Professor. In 2015, the volume " Grands Auteurs en Management International " devoted an entire chapter to my contributions to the field of International Business. The authors of the chapter saw a logic in my research programmes that I had not consciously realised, and documented explicitly how it influenced the field.

Harzing's work offers a strong contribution by virtue of its integration into the core field of international management [...]. First of all, she adopted a logic of testing and extending previous research ( Harzing, 2000 ; Harzing and Noorderhaven, 2006a ), especially at the start of her career. In addition, her typology of modes of control ( Harzing, 1999 ) was taken up by many researchers and has profoundly influenced the literature on coordination and control mechanisms.

Her reflections on expatriation, and in particular the question of the failure rate for expatriation (Harzing, 1995 , 2002 ), have strongly influenced international HR researchers. Her work on the influence of the country-of-origin and the questioning of the European MNC model ( Harzing and Sorge, 2003 ; Harzing, Sorge and Paauwe, 2002 ; Harzing and Noorderhaven, 2008 ) was likewise pioneering. It is interesting to note contributions with long-term co-authors, on the same themes, which contributed to a powerful cumulative narrative logic.

Earlier, in 2011, Stephen Bensman's review of my Publish or Perish book and his assessment of me as a "woman with an agenda" was entirely unexpected. But yes, he was absolutely right! My involvement in the area of bibliometrics and the creation of the Publish or Perish software (see screenshot above) was driven by a strong drive to democratise access to research evaluation  and to change the playing field for Social scientists .

I must say I loved the bit at the end of the review where he compared the Publish or Perish software to a " torpedo blasting paths through the evaluative defenses surrounding the entrenched positions of academia ". It is the closest I ever got to being a revolutionary!

The winning combination

The winning combination for a promotion application is a great narrative which exudes passion, combined with concrete evidence of impact (in Research & Engagement , Teaching & Learning , and Leadership & Service ). One without the other is difficult to sell, having neither is a sure-fire way to fail.

Many promotion applications that I have seen over the last two decades have neither. They are often dry and disjointed summaries of the " I have done this, this, and this " without evidence of impact. Sometimes they are supplemented by an implicit or explicit threat " by the way my promotion is long overdue and you'd better promote me or else... ". They lack both a coherent narrative and substantive evidence.

Your promotion panel should get a feel for your academic identity and passion. They don't want a cardboard cut-out academic, slotting into a standard template. Although it might not always feel like it, they are not looking for a person that just "ticks the boxes". Who are you? What makes you tick? What do you stand for? Their hearts should swell with pride for having such a great colleague. They shouldn't be falling asleep wrestling through a tedious record of roles, or getting annoyed by baseless bragging without evidence.

In its new 2022 promotion guidelines, Middlesex University explicitly asks applicants to reflect on their academic identity before setting out their case for promotion: "Briefly reflect on the motivation for the activities in which you have been involved and your overarching goals, principles and values."

Pro tip: link your narrative to your university's mission

This shows you engage with the university outside your own department, which is crucial for career progression to senior levels. Yes, I know strategy documents can often appear contrived and vacuous. But they do tell you something about the university's values and priorities. Is it mainly focused on teaching and learning, or does it seem to prioritise research? Is its focus on fundamental research or more applied research? How does it engage with external stakeholders?

For instance, Middlesex University's purpose is to " create knowledge and put it into action to develop fairer, healthier, more prosperous and sustainable societies ". Referring to its Latin motto "rerum cognoscere causas", LSE's purpose and vision is to be " a community of people and ideas, founded to know the causes of things, for the betterment of society ". Their ultimate focus is not worlds apart, but the emphases are quite different. 

In 2022 Middlesex University completely revamped its promotion criteria. In addition to explicitly including collegiality as one of its criteria, it also made the link to its mission more explicit: "Strategy 2031 presents our vision and aims for the future, our values and what we value. It is important that promotion and progression align with our shared values and the process reflects the focus on collegiality and a continued commitment to equality, diversity and inclusivity."

Finally: See it as time for reflection

Does even just reading this make you feel tired? I am not surprised. But don't forget that this series is meant to be a distillation of "best practice". Don't feel you have to all that is listed above to be successful in your promotion application. You don't have to be a superhero (see also: We need a different kind of superhero: improving gender diversity in academia ).

However, writing up a good case for promotion does take time. It took me more than a month full-time to put my first one together, though partly that's because in most Australian universities the case runs to twenty pages. I won't lie, I have cursed all the time I have had to spend on promotion applications. I was promoted internally to Associate Professor and full Professor and was rejected the first time, so I have had to spend several months of my research time on this.

However, ultimately, I am grateful that I was "forced" to put in the work. It really made me think about my academic career and where I wanted to go. It led directly to a major change in how I represented my research programs and argued my contribution to my discipline. It also made me more aware of the metrics that are used to evaluate academic performance, which came in handy in my later role as Associate Dean Research at the University of Melbourne and my role as Research Mentor and Staff Development Lead at Middlesex University.

So try to see work on your promotion application not as a "chore" to comply with silly rules or as a battle with organizational politics. Instead, see it as an investment in yourself to help you really articulate what you are proud of and how you would like to spend the next 5, 10, or 15 years of your academic career.

Finally, don't forget that you can reuse your carefully crafted promotion statements in lots of other settings: funding applications, applications for academic awards or fellowships, yearly performance appraisals, applying for external promotion. Heck, you can even use them nearly twenty years after the fact to write up blogposts about promotion applications :-).

Related videos

Academic promotion series

• Part 1: Internal vs. external promotion
• Part 2: Seven reasons why external promotion is easier
• Part 3: Seven advantages of internal promotion
• Part 4: Tips for promotion applications
• Academic promotion tips (1) - Understand the process
• Academic promotion tips (2) - Treat your application as a journal submission
• Academic promotion tips (3) - Evidence your impact in Research & Engagement
• Academic promotion tips (4) - Evidence your impact in Teaching & Learning
• Academic promotion tips (5) - Evidence your impact in Leadership & Service

Related blogposts

• How to ensure your paper achieves the impact it deserves?
• Open Syllabus Explorer: evidencing research-based teaching?
• Presenting your case for tenure or promotion?
• Be proactive, resilient & realistic!
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• How to measure research impact: YouTube series
• How to improve your research impact: YouTube series

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FAS Appointment and Promotion Handbook Office for Faculty Affairs ( website ) Faculty of Arts and Sciences Harvard University ( email )

• H. Sample Letter to External Letter Writers for Promotion to Associate Professor
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• B. Sample Table of Letter Writers
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• D. Sample Inquiry to Other Institutions
• E. Sample Initial Inquiry to External Letter Writers
• F. Sample Blind Letter
• G. Sample Tenure Review Letter
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• L. Sample Ad for Open-Rank Position
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• Q. Sample Ad for College Fellow
• R. Sample Lecturer Offer Letter: Annual Appointment
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• T. Sample Dependent Lecturer Offer Letter
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• V. Sample Preceptor Offer Letter: Multi-Year Appointment
• W. Sample Preceptor Offer Letter: Multi-Year Appointment, Following a Successful Review
• X. Sample College Fellow Offer Letter
• Y. Sample Visiting Professor Offer Letter
• Z. Sample Postdoctoral Fellow Offer Letter
• AA. Sample Research Associate Offer Letter
• BB. Sample Visiting Scholar Offer Letter
• CC. Sample Table of Suggested Ad Hoc Committee Members
• DD. Sample Letter to External Letter-Writers for Appointment to Associate Senior Lecturer
• EE. Sample Letter to External Letter Writers for Appointment to Associate Professor
• FF. Sample Letter to External Letter Writers for Appointment to Research Scientist/Scholar
• GG. Sample Letter to External Letter Writers for Appointment to Senior Research Scientist/Scholar
• HH. Sample Research Scientist/Scholar Offer Letter
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• MM. Case Statement Template (Tenure Reviews)
• NN. Case Statement Checklist (Tenure Reviews)
• OO. Advisee/Mentee Feedback Email and Questionnaire
• PP. Internal Letter Email Prompt Template (Tenure Reviews)
• QQ. Sample Feedback Letter to Newly Promoted Associate Professor
• RR. Sample Ad for Associate Senior Lecturer
• SS. Sample Associate Offer Letter
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• UU. Internal Letter Email Prompt Template (Professor of the Practice reappointment reviews)
• VV. Internal Letter Email Prompt Template (Professor in Residence reappointment reviews)
• 1. Contact Information
• 2. General Policies, Principles, and Deadlines
• 3. Absences, Leaves, and Extensions of Appointment
• 4. Tenured Professors
• 5. Assistant Professors, Associate Professors, and Convertible Instructors
• 6. Second-Year Reviews of Assistant and Externally-Appointed Associate Professors
• 7. Multi-Year Renewable Appointments
• 8. Multi-Year Non-Renewable Lectureships
• 9. Lecturers, Preceptors, and College Fellows
• 10. Joint and Affiliate Appointments
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• 14. Supervised Appointments
• 15. Sample Forms, Letters, and Ads

Sample Application format for Promotion to Assistant Professor

[These are the sample Request application letter for promotion by the lecturer in college, university or academy to the senior position of assistant professor on the grounds of education and teaching experience. You can modify this format as your requirement.]

Date…

The Administration Office,

Institution name…

Institute Address…

Sub: Application for Promotion from Lecturer to Assistant Professor

Respect sir,

It is stated that I have been a lecturer in this college/university since the past three/five years now, the subject that I teach is “(subject name)” and moreover I carry a specialization in my subject as well.

Sir, I have been on the lecturer post for three/five years now and I feel like I’m not going to grow in my career if I stay on the same post. I want to achieve more in my career and be more specialized in it. The only way I think is best for me to reach my goals is only if I get promoted to as an assistant professor.

That way I’ll be able to teach Masters Students and grow much more in my field of specialization. I hope that you will be kind enough to approve my promotion request and help me more in my future.

Yours Truly,

Name…

Job Position…

Contact and signature…

Another format,

The Registrar,

Sub: Application for Assistant Professor

Dear professor,

I am writing to you because I would like to discuss the promotion to assistant professor. I think that this promotion is best for me because I am good at teaching people and I am also good at planning out lessons on a weekly basis. I have always wanted this job because teaching is something that makes me feel happy and I enjoy it. I would love to make this my permanent career and I am very determined to make this succeed. I am good at meeting deadlines.

I also think that this can give me the opportunity to learn new knowledge and skills and improve on existing ones. I hope that you can give me a chance. I look forward to hearing back from you.

Kind regards,

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Getting Promoted to Associate Professor

• First Online: 03 March 2021

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• Christina Y. Weng 3  

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Academic promotion to Associate Professor is an important milestone in one’s academic career. The number of women who hold upper-level faculty ranks is disproportionately lower than the number of full-time women faculty in US medical schools. Because the promotions process is quite involved and can take 6–12 months from the point of initiation, careful planning is necessary. It is important to build a strong portfolio of work that includes publications, research abstracts, invited lectures, awards, and leadership roles. Keep your curriculum vitae updated at all times, and set aside all evaluations and positive feedback received for your work. A faculty member’s readiness for promotion should be jointly determined by the candidate and her chairperson. Once a timeline has been established, start composing your dossier. Utilize resources offered by the institution, and carefully review requirements before starting. Seeking advice and guidance from senior colleagues can be invaluable. Set aside plenty of time to request materials that rely on others’ schedules, such as letters of support and institutional forms. Authors of your letters should be able to attest to your contributions and future potential. After your dossier is completed and proofread, your chairperson will submit it to the promotions committee. Your chair will present you to the committee on a pre-determined date, and a decision will be rendered and pushed to the Board of Trustees for sign-off. Following your successful promotion to Associate Professor, remember to thank all the staff, letter writers, mentors, and colleagues who assisted you through this process.

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Cain JP, Stevenson DK. How to create your package for promotion. In: Roberts LW, editor. The academic medicine handbook. New York: Springer-Verlag; 2013. p. 357–67.

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Weng, C.Y. (2021). Getting Promoted to Associate Professor. In: Weng, C.Y., Berrocal, A.M. (eds) Women in Ophthalmology. Springer, Cham. https://doi.org/10.1007/978-3-030-59335-3_32

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Application for Promotion to Assistant Professor

Want to request your job promotion? We will be providing you with application letters to request for promotion by the lecturer in school, college, university, or academy to the senior position of assistant professor on the grounds of education and teaching experience .

Application for Promotion from Lecturer to Assistant Professor

The dean, (Enter University name here)

Respect sir, It is stated that I have been a lecturer at this university for the past five years now. The subject that I teach is “Robotics,” and I also specialize in my subject.

Sir, I have been in the lecturer post for five years now, and I feel like I’m not going to grow in my career if I stay in the same post. I want to achieve more in my career and be more specialized in it. The only way I think is best for me to reach my goals is if I get promoted to assistant professor.

That way, I’ll be able to teach Masters’s Students and grow much more in my field of specialization. I hope you will be kind enough to approve my promotion request and help me more.

Yours Truly, XYZ

Application for Assistant Professor

Dear Professor,

I am writing to you because I would like to discuss the promotion to assistant professor. I think that this promotion is best for me because I am good at teaching people, and I am also good at planning lessons every week. I have always wanted this job because teaching is something that makes me feel happy, and I enjoy it. I would love to make this my permanent career, and I am very determined to make this succeed. In addition, I am good at meeting deadlines.

I also think that this can give me the opportunity to learn new knowledge and skills and improve on existing ones. So I hope that you can give me a chance. I look forward to hearing back from you.

Kind regards,

Mr. Alex Dove

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Office of Faculty

Associate professor promotion process.

Appointment or promotion to the rank of Associate Professor, full-time, requires meritorious publications and substantive contributions to education and/or clinical practice. The scholarly achievement of candidates for promotion to Associate Professor should be indicated by national recognition among their peers . Candidates should document progress toward becoming an outstanding national leader in the field with recognition beyond the School of Medicine .  National recognition is not required in all areas of scholarship, but in at least one area of scholarship (research, education, clinical distinction, and/or program building). in any of these areas, national recognition is required .  However, all faculty members are required to achieve excellence in education/teaching. 

Faculty members who are candidates for appointment or promotion to the rank of Associate Professor typically will have demonstrated commitment and service (citizenship) to the JHSOM, through service on various University, School of Medicine, and Department committees; service as a division, program, or section chief; or service as director, co-director, or administrator of a residency or fellowship program; or service as a course director.

Recognition beyond the School of Medicine

All full-time faculty members who are candidates for appointment or promotion to the rank of Associate Professor must have achieved national recognition as documented, for example, by

• Awards or prizes for research, clinical, or educational contributions or program building from national or international organizations
• Invited lectures at scholarly meetings and conferences nationwide
• Invitation to serve as visiting professor or as speaker for endowed lectureships
• Service on national scientific advisory boards, study sections, and grant review panels
• Elected membership in national scholarly organizations
• Editor or service on editorial board of professional journal
• Organizer, chair or moderator of international, national, or regional clinical, educational, or scientific meetings
• Introduction and evaluation of innovative approaches and/or development of standards for patient care, education, or research
• Outstanding letters of recommendation from leaders in the field across the nation
• Leadership roles in regional or national scholarly organizations
• Patents that have an impact on the academic field or patient care
• Impact on public policy

Appointment or promotion to the rank of Associate Professor requires excellence in teaching . Excellence in teaching at this level can be documented teaching and/or mentoring of medical students, graduate students, residents, fellows, junior faculty, or CME attendees, as documented by objective measures of outcome or written feedback from learners, teaching awards within the JHSOM, and recruitment and effective mentorship of postdoctoral fellows.

Additional achievements that demonstrate outstanding citizenship and recognition for program building often include:

• Development or management of a model program that is integral to the success of one’s own department or other departments or programs within Johns Hopkins Medicine
• Development or management of a program that expands the services, productivity, revenue, and reputation of Johns Hopkins Medicine

Pathways to Promotion Academic Rank of Associate Professor

• Appointment or Promotion to the Rank of Associate Professor
• Overview of Academic Promotions Process
• Scholarship in Clinical Distinction
• Scholarship in Education
• Scholarship in Program Building
• Scholarship in Research

Application for Promotion from Lecturer to Assistant Professor

Request application letter for promotion by the lecturer in school, college, university, or academy to the senior position of assistant professor on the grounds of education and teaching experience.

When you apply for a promotion, because you passed a higher degree (Master title), or simply gained more working experience or responsibilities within the current position, it's important to write a professional letter to the Principal or Dean, to open the discussion with him and/or the HR department about raising your salary as well. This request will help you to write a strong letter that will grab your managements' attention. By using this example letter instead of starting from scratch, you will see that you not only save time and effort, but you will be more confident in the final results that you drafted. 

Regarding the structure of your model promotion request:

The first paragraph is an introduction of yourself and how you learned of the opening, as well as your interest in the position within the current institution. This requires you to relate yourself to the organization or to the position in order to demonstrate your interest. 

The middle paragraph(s) is a profile of how your skills and experience match the qualifications sought. In order to construct this profile, consider the following points: 

• Read the job description carefully to get a clear idea of what the company is looking for. This goes beyond just the “qualifications” section of a job description. Make sure to discuss your ability to do the job. 
• Review the company website and other materials to learn what type of person the company might value.
• Match your experience and education (academics, volunteer experience, etc);
• Describe why you believe those experiences make you a qualified candidate for the open job position. 

The last paragraph wraps up the cover letter. You should reiterate your interest in the position and desire to hear from them regarding the opportunity. You also want to thank the reader for their time in considering your application and provide information on how you can be reached. If you would like and are able to, you can state that you will follow-up with them directly. Be positive and confident (without being arrogant). This promotion to lecturer template is drafted by HR professionals, intelligently structured, and easy to read through.

We support you by providing this Email Application Letter template, which will help you to write a strong letter that will grab your reader’s attention. By using a professional template instead of starting from scratch, you will see that you not only save time and effort, but you will be more confident in the final results that you drafted. 

The following message you may send to the principal or dean of the University:

Attn: University

Respect sir,

It is stated that I have been a lecturer in this university for the past five years now, the subject that I teach and moreover I carry a specialization in my subject as well.

Sir, I have been on the lecturer post for years now and I feel like I’m not going to grow in my career if I stay on the same post. I want to achieve more in my career and be more specialized in it. The only way I think is best for me to reach my goals is only if I get promoted to as an assistant professor.

That way I’ll be able to teach Master Students and grow much more in my field of specialization. I hope that you will be kind enough to approve my promotion request and help me more in my future.

Yours Truly,

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Promotion with Tenure from Assistant to Associate Professor

Faculty members with appointment at the rank of assistant professor generally have six years in which to attain promotion with tenure to associate professor.  If, after six years at the rank of assistant professor, the individual has not been promoted with tenure to associate professor, the faculty member will receive a one-year notice of non-renewal of his/her tenure track appointment and their appointment at the university will end at that time.

Annual Review of Assistant Professors

An assistant professor is appointed for an initial three-year term.  Informational reports about progress of assistant professors will be provided to the Executive Committee of the School of Pharmacy on a yearly basis.  The first two yearly informational reports require no vote for approval.  In the third through fifth years of appointment, the annual informational report for each assistant professor will include recommendation for a one-year extension if, in addition to her/his continued satisfactory performance of school duties, there is satisfactory performance in the areas of research productivity, service, and teaching.  A voice vote will be required at the Executive Committee of the School of Pharmacy meeting after the faculty member’s annual informational report presentation by the governance and oversight committee (typically the chair of the governance and oversight committee makes the presentation) and subsequent discussion.  A final decision to recommend either promotion with tenure or non-retention generally will be made no later than at the end of the sixth year of an assistant professor’s appointment in the School of Pharmacy, unless an assistant professor has received an extension of their probationary period.  A ballot vote is required to recommend promotion with tenure to associate professor.  All documents related to annual reviews should be submitted to the dean’s office and provided for review at least one week prior to the executive committee meeting.

If approved for the promotion with tenure to associate professor, the faculty member’s tenure package is then submitted to the appropriate university divisional committee (Physical Sciences, Biological Sciences, Social Sciences, or Humanities) for evaluation for promotion with tenure to associate professor.

Criteria for Promotion with Tenure from Assistant Professor to Associate Professor

The granting of tenure is a long-term commitment of university and state resources which requires the proof of evidence in past performance and a forecast that an individual faculty member’s performance will continue to be of high quality for many years to come.

Each university divisional executive committee establishes and distributes its criteria for promotion to tenure and the form in which it requires recommendations to be presented.  The four divisions differ in their requirements .  It is therefore advised that each assistant professor obtain a copy of his/her divisional guidelines for promotion to tenure.  Each assistant professor should prepare his/her resume in the outline form requested by the university division with which she/he is associated.  Annual revisions will be required, since the Executive Committee of the School of Pharmacy conducts annual reviews of all Assistant Professors.  It is possible that the Executive Committee of the School of Pharmacy, in its review process, may request information in addition to that specified in the university divisional outline.  When the Executive Committee of the School of Pharmacy has arrived at a decision to recommend promotion with tenure for an assistant professor, preparation of the necessary documentation for submission to the university divisional committee will be facilitated by the earlier annual reviews as specified for their university division.  The candidate will prepare this documentation (to be consistent with FPP as well as with current university divisional committee requirements) and may consult with the members and chair of their governance and oversight committee for assistance in preparation.

Governance Oversight Committee

Each new assistant professor is expected to work with the division chair to establish a governance and oversight committee within six months of their arrival.  The chair will forward the composition of the proposed governance and oversight committee to the dean for approval.  The dean then officially will appoint the chair of the governance and oversight committee as well as its members in writing.  This committee will include at least two tenured faculty members; one member must be a SAS division member and at least one must have been tenured through the same university divisional committee that will review the candidate’s dossier.  The committee must have enough relevant participants for guidance.  Although the membership of the governance and oversight committee is not expected to change over time, its composition can be changed at any time by the dean.  It is acceptable and appropriate for the mentored faculty member to be permitted to petition the dean for modification of the committee’s membership.

SAS: Faculty Appointments & Promotion

• SAS Division Overview & Table of Contents More
• Faculty Appointment & Promotion More
• Promotion with Tenure from Assistant to Associate Professor More
• Evaluation for Promotion with Tenure More
• Promotion from Associate to Full Professor More

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Associate Professor Cover Letter Sample

Increase your chances of scoring a job and learn to write your cover letter with our free, expertly drafted Associate Professor cover letter sample. Use this cover letter example at no cost or revise it in our HR-approved cover letter builder.

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Associate Professor Cover Letter Sample (Full Text Version)

Claire Wool

Dear Hiring Manager,

As a Doctorate of Environmental Sciences graduate with a strong interest in climate change crises, I apply with enthusiasm for this opportunity.

I am currently a Research Coordinator at the University of Sunnybank’s Office of Biotechnology and Environment, where my focus is on research that drives environmental and social change. Prior to this, I was an Assistant Professor in the Department of Environmental Sciences, where in addition to instructional and lesson planning, I graded papers and tests, proctored labs, and held the post of Microbiology and Bioremediation Instructor.

Specific research areas I have focused on include social and legal aspects of the environment and energy planning, particularly the complexity of the human-environment relationship. Furthermore, I assisted with the research and writing of "Chapter 2: Energy Planning" in Erick Miska’s (2017) Environmental and Social Change in the 21st Century (Persimmon Press). In addition, I completed fieldwork and conducted interviews with environmental scientists and microbiology experts across Europe for the University of Sunnybank’s Environmental Heritage Report. 

In addition to 6 years of research and teaching experience and my recent doctorate, I hold a Master of Biotechnology and a Bachelor of Environment and Society. I have also attended professional workshops and courses in environmental ethics philosophy.

I have enjoyed my time at the University of Sunnybank, and am grateful for the excellent research and teaching opportunities offered. I am now seeking a stimulating Associate Professor role that will enable me to drive sustainable energy and climate planning through hands-on teaching activities.

Please find attached my curriculum vitae for your consideration. Thank you very much for your time. I look forward to hearing from you regarding next steps. 

Yours sincerely,

Milan Šaržík, CPRW

Milan’s work-life has been centered around job search for the past three years. He is a Certified Professional Résumé Writer (CPRW™) as well as an active member of the Professional Association of Résumé Writers & Careers Coaches (PARWCC™). Milan holds a record for creating the most career document samples for our help center – until today, he has written more than 500 resumes and cover letters for positions across various industries. On top of that, Milan has completed studies at multiple well-known institutions, including Harvard University, University of Glasgow, and Frankfurt School of Finance and Management.

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