Welcome to the Faculty Mentor Model for Continuing Contract and Promotion InfoGuide. Here you will find guidelines and documentation related to the faculty Continuing Contract and Promotion process. If you have questions, please contact your mentor, your chair, or your Faculty Senate president.
The Continuing Contract and Promotion Procedure defines a process to report on individual effectiveness in one’s primary responsibility, such as teaching or librarianship (for those librarians who hold faculty positions), and secondary responsibilities, such as service, pedagogy and scholarship. It offers an opportunity for self-reflection, planning, and evaluation, facilitated by ongoing mentoring, and culminating in an interview with colleagues who have the opportunity to develop an in-depth understanding of the candidate’s work. The process is composed primarily of three elements: selection of areas of specialization, selection of a Committee of Three, and the application (see Appendix B) for continuing contract or promotion.
Note: This process is governed by all relevant college procedures and policies and all pertinent state rules and laws, particularly SBE Rules 6A-14.041 and 6A-14.0411. References to “faculty members” and “teaching” refer to everyone who holds faculty rank.
Continuing Contract is defined in Florida State Board of Education Rule 6A-14.0411 Employment Contracts for Full-Time Faculty. The Daytona State College Policy developed in accordance with provision (1) of this rule is provided below as a PDF file. Both of these documents are provided as a convenience. Please consult the State Board of Education website and the Daytona State College Document Repository for official information.
6A-14.0411 Employment Contracts for Full-Time Faculty.
(1) Each District Board of Trustees shall develop, maintain and distribute a policy governing the issuance of continuing contracts and other employment contracts for employees serving in a full-time faculty capacity as determined by the college. Such policy shall be consistent with this rule.
(2) In order to be eligible for a continuing contract, full-time faculty shall meet the following minimum requirements:
(a) Complete at least five (5) years of satisfactory service, based on the criteria set forth in subsection (3) below, in the same college, except as provided below, during a period not in excess of seven (7) years. In all cases, such service shall be continuous except for leave duly authorized and granted. The policy established by the district board of trustees may also consider satisfactory service in other institutions of higher learning for purposes of this section.
(b) Receive the recommendation of the president and approval by the board for a continuing contract based on successful performance of duties, demonstration of professional competence pursuant to policy adopted by the board in accordance with subsection (3) of this rule and the needs of the college.
(3) Each board of trustees, after receiving a recommendation from the president and ensuring that input has been received from the faculty, shall establish criteria which must be met by a full-time faculty member before a continuing contract may be awarded.
(a) Such criteria, shall include:
1. Quantifiable measured effectiveness in the performance of faculty duties;
2. Continuing professional development;
3. Currency and scope of subject matter knowledge;
4. Relevant feedback from students, faculty and employers of students;
5. Service to the department, college, and community; and,
6. Criteria determined by the board under subsection (8) of this rule.
(b) Such criteria may include:
1. Educational qualifications, efficiency, compatability, student learning outcomes, character;
2. Capacity to meet the educational needs of the community;
3. The length of time the duties and responsibility of this position are expected to be needed; and,
4. Such other criteria as shall be included by the board.
(4) Each board may establish full-time faculty positions that are not eligible for continuing contract. Faculty hired in these positions may be awarded multiple year contracts, annual contracts, or contracts of less than one (1) year. Notwithstanding any provision in rule 6A-14.041, F.A.C., no multiple year contracts may exceed three (3) years. Each board shall adopt policies addressing such positions and contracts.
(5) Each employee issued a continuing contract shall be entitled to continue in his or her respective full-time faculty position at the college without the necessity for annual nomination or reappointment until the individual resigns from employment, except as provided in subsection (7) of this rule.
(6) In order to contribute to the continual growth and development of faculty, each board shall adopt policy requiring periodic post-award performance reviews for faculty under continuing contract. Periodic reviews of continuing contract faculty shall use the criteria under subsection (3) of this rule.
(7)(a) Each district board of trustees may, upon recommendation of the president, terminate a full-time faculty employee under continuing contract, or return the employee to an annual contract, for failure to meet post-award performance criteria, or, for cause in accordance with college policies and procedures upon recommendation by the president and approval by the board. The president or designee shall notify the full-time faculty employee in writing of the recommendation and shall afford the full-time faculty employee the right to formally challenge the action in accordance with the policies and procedures of the college. As an alternative to the hearing rights provided by college policies and procedures, the employee may request an administrative hearing in accordance with chapter 120, F.S., by filing a petition with the board within twenty-one (21) days of receipt of the recommendation of the president.
(b) Upon recommendation of the president, the board may terminate a full-time faculty employee under continuing contract upon consolidation, reduction, or elimination of an institution’s program, or restriction of the required duties of a position by the board. The board shall determine on the basis of the criteria set forth in subsections (2) and (3) of this rule, which full-time faculty employees to retain on a continuing contract and which shall be dismissed or returned to an annual contract. The decision of the board shall not be controlled by any previous contractual relationship. In the evaluation of these factors, the decision of the board shall be final.
(8) In addition, each district board of trustees, after receiving a recommendation from the president and ensuring that input has been received from the faculty, shall develop appropriate criteria to measure student success, which may include the following factors, as appropriate:
(a) Demonstrated or documented learning gains;
(b) Course completion rates;
(c) Graduation and/or certification rates;
(d) Continued success in subsequent and additional courses or educational pursuits;
(e) Job placements in the appropriate field; and,
(f) Other criteria as may be included in the policy approved by the board.
Such criteria shall be used, as appropriate, for the particular field of learning and the individual faculty member, as consideration in determining whether to grant a continuing contract pursuant to subsection (3), above. Such factors shall also be used, as relevant and appropriate to individual faculty members, in the review set forth in subsection (6), above.
(9) Any full-time faculty employee holding a continuing contract who accepts an offer of annual employment in a capacity other than that in which the continuing contract was awarded may be granted an administrative leave of absence pursuant to the college’s administrative rules.
(10) In order to provide for a transition period for full-time faculty in the process of being considered for continuing contracts, each board may provide an exemption from the time requirements set forth in paragraph (2)(a) of this rule for full-time faculty being considered for an award of a continuing contract during the 2012-13, 2013-14 and the 2014-15 fiscal years. In addition, each board may provide credit for prior satisfactory years of service for purposes of determining eligibility for a continuing contract. In order to provide adequate time for boards of trustees to develop the criteria described in this Rule, the criteria set forth in subsections (3) and (6) of this rule shall apply beginning in the 2013-14 fiscal year.
Rulemaking Authority 1001.02(1), (6). 1012.83, 1012.855 FS. Law Implemented 1001.64(4), (18), 1012.83, 1012.855 FS. History–New 12-19-74, Formerly 6A-8.33, Amended 12-9-75, 2-14-77, 12-26-77, 7-16-79, Formerly 6A-14.411, Amended 7-20-04, 4-23-13.
The faculty have developed a set of guidelines to guide decisions for appointment and promotion. The system of faculty ranking is based on recognizing faculty contributions. Faculty are promoted for demonstrating in their application and supporting documentation that they are making meaningful contributions. To be eligible for promotion, faculty must demonstrate effective teaching, professional development, and appropriate service.
Instructors are performing at a satisfactory level, and they are in the process of becoming more effective and innovative teachers. Their primary contribution lies in their teaching, and they are defining their potential areas of professional development and are beginning to achieve results in these areas.
To be appointed to the rank of instructor, one must:
To be reappointed each year prior to earning a continuing contract, an instructor must maintain at least the credentials held at the time of initial appointment and demonstrate
Assistant Professors exhibit professional growth and are effective and innovative teachers. They demonstrate positive collegial relationships. They are aware of the need for continued professional growth and seek ways of improving.
To be appointed to the rank of Assistant Professor at the time of initial hiring one must:
To earn promotion to the rank of Assistant Professor an Instructor must have served at least five years in the rank of Instructor, and present an application and supporting documentation that demonstrate:
Associate Professors are effective and innovative teachers who continue to improve in refining skills in dealing with students. They constantly evaluate their methods of teaching and seek innovative approaches to instruction. They are consistent and active in college service. They also serve as mentors to less experienced faculty.
To be appointed to the rank of Associate Professor at the time of initial hiring one must:
To earn promotion to the rank of Associate Professor, an Assistant Professor must have served at least five years in the rank of Assistant Professor and present an application and supporting documentation that demonstrate:
Professors are effective and innovative teachers, leaders and mentors at the college or in the profession.
To earn promotion to the rank of Professor, an Associate Professor must have served at least five years in the rank of Associate Professor; and present an application and supporting documentation that demonstrate:
Senior Professors are effective and innovative teachers, and leaders at the college or in the profession. They also serve as mentors to less experienced faculty.
To earn promotion to the rank of Senior Professor, a professor must have served at least five years in the rank of Professor and present an application and supporting documentation that demonstrate:
According to State Board of Education Rule 6A-14.0411 Employment Contracts for Full-Time Faculty:
(2) In order to be eligible for a continuing contract, full-time faculty shall meet the following minimum requirements:
(a) Complete at least five (5) years of satisfactory service
At Daytona State College, (5) years of satisfactory service in rank is also required in order to eligible for promotion in rank. However, since the Continuing Contract and Promotion process (The Mentor Model) takes the majority of an academic year, faculty are required to apply for Continuing Contract in the fall of their 5th year of service. Faculty may also choose to apply for promotion to the next rank in the fall of their 5th year of service in their current rank, but can choose to apply at a later date.
Please note that a "year of service" is defined as serving a full academic year (fall and spring semesters) as a full-time, permanent faculty hire. For purposes of Continuing Contract and Promotion, faculty who begin service during a spring semester, do not earn a "year of service" until they have completed the following fall and spring semesters.
New Hire or First Year of 5 Year Promotion Process
● Candidate completes new Declaration of Intent form
● Candidate determines area of specialization
● Candidate and Chair work to appoint mentor for CO3
● Candidate and mentor meet at least once to review goals
● Candidate and mentor meet at least once to review goals (Spring Planning)
● Note: Faculty on Annual Contract must meet with their chair annually to evaluate their progress in the department. The Activity Report can be used as a guide when discussing a faculty member’s progress.
● Candidate and Chair work to appoint chair designee for CO3
● Candidate, mentor, and chair designee meet at least once to review candidate’s goals and, if applicable, progress (Spring Planning)
● Candidate, mentor, and chair designee meet at least once to review candidate’s progress (Spring Planning)
● CC&P Committee appoints third member of CO3 to each candidate’s committee
● Candidates and CO3s meet to review progress.
● Candidates submit their Application for Continuing Contract or Promotion by the end of the semester.
● CO3 interviews take place.
● CO3 votes or requests further information.
● Candidate responds to requests by CO3 for additional information.
● CO3 Letter of recommendation is sent to the CC&P Committee by the end of the month
● School Chair writes his or her Recommendation Letter to CC&P Committee.
● CC&P Committee investigates all negative judgments and may ask for further information from candidates.
● CC&P Committee makes final recommendation on candidates with negative judgments.
● CC&P Committee sends all final recommendations to Administrative Committee
● CC&P Committee and Administrative Committee meet jointly if necessary.