HomeFaculty & StaffAdministrationVP Academic AffairsFaculty HandbookChapter 4: Title 10 Employees

Chapter 4: Title 10 Employees

Definition of Title 10 Faculty

DoD Instruction 1402.06 defines civilian Title 10 faculty positions as positions serving at a DOD post- secondary education institution appointed pursuant to the authorities in USC Title 10 Section 7478 “…whose primary duties involve teaching, lecturing, instructing, facilitating discussions in seminars, conducting scholarly research and writing, designing or developing curricula and/or learning support systems, providing academic advice or consultation, management and governance of the academic enterprise or an educational program (e.g., dean, director, department chair or head, president, vice president, provost, or the equivalent), and/or performing duties that are commonly understood to be duties appropriate for a member of the faculty of a fully accredited post-secondary academic institution in the United States.”

Definition of Teaching Faculty and Administrative Faculty

Teaching Faculty. Although Title 10 civilian faculty positions may include many types of scholarly endeavors, teaching faculty at Marine Corps University primarily focus their efforts on teaching, developing and delivering curricula, lecturing, instructing, facilitating discussions in seminars, mentoring students, as well as conducting scholarly research and writing. Specifically, hiring, renewal, reappointment, and promotion of Title 10 faculty are based on teaching, research/writing, and service in a ratio of 50/25/25. That said, this ratio may be negotiated at hiring and renegotiated upon renewal and reappointment or promotion. Additionally, Title 10 faculty members are encouraged to engage in publishing, reviewing works of others, and other academic activities, if their teaching schedules permit. Instructor, assistant, associate, and full professor ranks (AD01 – AD07) are designated as teaching faculty and support both degree and non-degree granting programs.

Administrative Faculty. Administrative faculty (AD09) duties primarily involve designing or developing curricula and/or learning support systems, providing academic advice or consultation, management and governance of the academic enterprise or an educational program (e.g., dean, director, department chair or head, president, vice president, provost, or the equivalent) or conducting scholarly research and writing. MCU has determined administrative faculty serving in positions of academic governance directly related to MCU’s graduate programs of instruction (i.e., Academic Deans and VPAA) must possess an earned doctorate/terminal degree. Other than the Academic Deans and the VPAA, all other administrative faculty must meet the qualifications identified in the applicable Position Description (PD).

Academic Ranks and Qualification Criteria

Title 10 faculty members at MCU are assigned to one of six academic ranks identified in the Department of the Navy Faculty Schedule:

AD11 Supervisory/Managerial Faculty (President, MCU)

(2) AD09 Administrative Faculty

(3) AD07 Professor

(4) AD05 Associate Professor

(5) AD03 Assistant Professor

(6) AD01 Instructor

New positions may be added and current job titles changed as needed to support changing curricular needs.

Specific qualification criteria:

(1) AD09 Administrative Faculty. Candidates hired as Title 10 administrative faculty must possess the necessary academic and professional qualifications distinguished by quality achievement and experience, experience in professional military education or other appropriate graduate-level education, familiarity with the DoD and the United States Marine Corps in particular, and a successful reputation and record as a leader and manager in an educational environment. The specific requirements, specialized skills, and educational experience necessary to fill a specific administrative faculty billet is defined within the applicable Position Description (PD). Administrative faculty serving in positions of academic governance directly related to MCU’s degree-granting programs (i.e., Academic Deans and VPAA) must possess an earned doctorate/terminal degree.

(2) AD07 Professor. The title of Professor is reserved for those candidates and persons promoted from within MCU who meet the criteria for AD03 – AD05 and, more importantly, can represent the school or college of their employment as well as the University as a spokesperson to the wider academic community and in particular to members of his or her academic discipline. In other words, Professors must be able to fully engage the broader academic community within the Department of Defense as well as the intellectual community beyond the confines of professional military education. Candidates must possess an earned doctorate/terminal degree and have at least five years of full-time experience in the rank of associate professor at an accredited institution of higher learning. Candidates must have an established publishing record as well as a solid record of continuing excellence in teaching and service. Candidates must otherwise meet the qualifications as described in the PD.

(3) AD05 Associate Professor. Associate Professors are the backbone of the teaching faculty at MCU and the title is reserved for those candidates and persons promoted from within MCU who meet the criteria for AD03 below and offer demonstrable experience and expertise with regard to “best teaching” practices and mentoring skills. Candidates hired to support a degree-granting program must possess an earned doctorate/terminal degree and should have at least five years of full-time teaching experience in the rank of assistant professor at an accredited institution of higher learning. Candidates with equivalent experience in government or private research institutions may be considered. Candidates should have a solid publishing record and demonstrated ability as a teacher and researcher. Due consideration will be given for experience or postdoctoral research in an appropriate field in lieu of a portion (not to exceed two years) of the five-year college-level teaching experience requirement. Candidates must otherwise meet the qualifications as described in the PD.

(4) AD03 Assistant Professor. Candidates for the position of Assistant Professor hired to support a degree-granting program must possess a doctoral or terminal degree from a regionally accredited institution of higher education in a discipline appropriate to professional military education. Other qualifications include graduate-level teaching experience, a record of scholarship (publishing), demonstrated leadership and mentoring qualities, good service in previous employment and within the larger community, and promise for growth and development within his or her academic discipline. Candidates must otherwise meet the qualifications as described in the PD.

(5) AD01 Instructor. Candidates for the position of Instructor must possess a minimum of a bachelor’s degree from a regionally accredited institution of higher education in an appropriate discipline, and relevant professional experience. Documented excellence in teaching, outreach scholarship/research, or professional contributions or impact is preferred. Candidates must otherwise meet the qualifications described in the PD.

Appointment Process Chain of Authority

President, Marine Corps University. The President is the decision authority for all actions pertaining to selection, reappointment, termination, promotion, and remuneration for all Title 10 civilian faculty positions at Marine Corps University.

Vice President for Academic Affairs (VPAA). The VPAA exercises oversight and management of processes related to Title 10 faculty credentialing, promotions, faculty titles, and salary recommendations for the President, MCU in accord with the federal regulations.

President for Business Affairs (VPBA). The VPBA exercises oversight and management of the Title 10 hiring and human resource processes for the President, MCU, in accord with the federal regulations.

Hiring Procedures

Hiring and promotion within MCU are linked. Initial hires must satisfy the specific qualification criteria detailed above. In addition, candidates must demonstrate future growth potential. Specifically, candidates for hire must show the potential to meet promotion criteria for advancement to the next grade as described in the Promotions section of this handbook. Title 10 faculty positions may be filled either noncompetitively or competitively using the Merit System Principles identified in Title 5, USC 2301(b); however, MCU generally uses the competitive selection method. The determination as to which method will be used rests exclusively with the President. Regardless of the method, all offers of employment will originate from the HROMQ following approval by the President. Recruitment efforts shall ensure basic credentials and competencies sought for the particular position are identified, as well as the requirement to obtain and retain a security clearance, as needed, for the position. The recruitment process ensures equal employment opportunity without regard to the types of discrimination and other federal protections defined by the US Equal Employment Opportunity Commission (EEOC).

Hiring Process

(1) Vacancy Announcement. Various methods and venues are used to place vacancy announcements. For Title 10 openings the most common method is USAJOBS (www.usajobs.gov). VPBA will assist with the preparation and dissemination of vacancy announcements; however, VPAA has final approval authority on the content of all vacancy announcements, to include salary range. Within five business days of a Director submitting a vacancy announcement to Civilian Manpower, Civilian Manpower will submit the hiring action request to HROMQ for action.

Resumes/Curriculum Vitae. Resumes from potential candidates are collected through any of the methods described above by Directors of schools or directorates, and kept on file for a period of no longer than two years should the President decide to fill an immediate Title 10 vacancy through the noncompetitive selection process.

(3) Screening and Interview Panel. For competitive hires, Directors or Deans will appoint a screening and interview panel. The panel will be composed of three to five civilian and/or military members. At least one member of the panel will be a faculty member from a different Director’s college, school, or directorate. In addition, at least three of the members will hold the same academic degree level or higher as the position to be filled. Panels will review resumes, determine eligibility of candidates, and recommend candidates for follow-on interviews to the Director of the school or directorate. In accordance with applicable laws and regulations, Invitational Travel Orders and travel arrangements for interviewees may be initiated by the school or directorate in coordination with and authorization from VPBA. The panel will conduct interviews either in person, via video teleconference, or telephonically and make prioritized hiring recommendations to the Director.

(4) Hiring Recommendation. The hiring Director or VP will submit the candidate recommendation to VPBA for processing. The package will include: the candidate recommendations, which identifies the selected candidate and any alternate selections (in priority order), justification, resume, recommended academic rank, recommended salary, length of term, and any other pertinent information on the selected candidate. VPBA will consult with VPAA and the MCU Chief Financial Officer to determine the recommended salary, rank, and length of term to be offered to the candidate. Once those determinations are made, VPBA will route the recommended hiring package to the President for consideration and decision. VPBA will ensure the hiring organization’s Director and/or Dean is aware of all actions and is included in decision-making expect where prohibited by regulation.

(5) Job Offers/Completion of Hiring Process. Within two business days of approval by the President, VPBA will initiate the job offer and completion of the hiring process with HROMQ. MCU Civilian Manpower will coordinate with the hiring director or VP to ensure all necessary paperwork is completed to forward to HROMQ within those two business days. Only HROMQ Staffing Specialists are authorized to make an informal or formal job offer to any candidate. Inquiries by a candidate concerning salary, moving expenses, starting date of employment, benefits, and/or incentives should be referred to the HROMQ Staffing Specialist. Under no circumstances should the hiring organization’s Director and/or Dean discuss salary negotiations with the candidate. HROMQ will obtain from the candidate the required federal employment documents and, in coordination with the Office of Civilian Human Resources-San Diego (OCHR-San Diego), will notify the candidate of the intended start date. VPBA will ensure the hiring organization’s Director and/or Dean is aware of all actions and is included in decision-making except where prohibited by regulation.

Faculty Appointments and Reappointments

Appointments under Title 10 USC 7478 are time-limited (term) appointments. MCU does not offer tenure to Title 10 faculty members; specifically, tenure, tenure track, and appointment for indefinite period are not available for MCU Title 10 faculty positions. All initial and successive appointments are set for a specific term, normally three years. Title 10 faculty members should not be confused by the use of the term tenure on some civilian personnel documents. For example, Block 24 of the Standard Form 50 (Notification of Personnel Action) is entitled “Tenure.” For most Title 10 faculty members, the block will have a “3” in it, which indicates a time-limited appointment for more than one year. This is a technical entry required for the automated personnel system, and it has no relationship to tenure as it might apply in other academic employment environments.

Initial Appointments. Initial appointments will normally be for three years (although one-year and two-year appointments may be used to meet specific needs of MCU). The first year of all initial appointments is a probationary period. By the ninth month of the probationary year, the Director for whom the employee works will assess their contributions and determine whether the Title 10 faculty member should complete the remainder of the initial appointment period.

Successive Appointments Policy and Process

(1) Reappointment cannot be guaranteed for any position. Although MCU has a no-tenure policy, its goal is to provide appropriate pay, benefits, and working environments to encourage high quality Title 10 faculty members to serve long and rewarding careers as members of the MCU faculty. Successive appointments, when granted, will normally range from a minimum of one year to a maximum of three years. Based upon the needs of the University, the President may authorize appointments or reappointments for periods of time less than one year.

(2) VPBA will monitor all Title 10 reappointment schedules and notify the appropriate VP or Director of pending reappointments. After the initial probationary year, not earlier than 12 months and not later than 8 months prior to the expiration of an appointment, VPBA will notify the school Director to prepare a memorandum recommending either reappointment or appointment termination for the Title 10 faculty member. Not later than 7 months prior to the expiration of an appointment, directors will submit their recommendations via the VPAA and VPBA to the President. This timeline allows faculty members a six-month appointment/non-reappointment notification period.

(3) The memorandum must contain recommendations for length of term (not to exceed three years) and justifications for salary increase/decrease, promotion, changes to duties, and change of position title. The Director must justify recommendations for pay increases by such factors as extraordinary performance or increased responsibilities. Recommendations for pay decreases must be justified by such factors as budget restrictions, documented reduced level of performance, or decreased responsibilities. Upon review of the Director’s recommendation, the VPBA and VPAA provide their recommendations to the President, MCU for approval. The VPBA will provide a copy of the President’s approval to the appropriate school Director. Upon receipt of the President's approval, the Director will review the terms of the reappointment with the Title 10 faculty member.

Termination/Non-Renewals/Resignation/Discipline

Reasons for Termination

(1) in MCU Structure or Organization. A lack of Federal funds, change in mission, workload or organizational changes, or other similar and compelling reasons may require a change in the number of MCU Title 10 faculty positions. Directors will provide recommendations for elimination of Title 10 positions via the office of VPAA and VPBA to the President. The President is the ultimate approval authority for eliminating Title 10 positions.

(2) Loss of Security Clearance. Any Title 10 faculty member who, for any reason, is unable to obtain and maintain a security clearance, if required for his/her position, will be terminated from that position.

(3) Separation for Cause. MCU may separate any Title 10 faculty member for reasons of misconduct or inefficiency, irrespective of length of appointment. Personal behavior that violates law, rule, or regulation or that bears negatively on the professional standards expected of MCU faculty is a basis for immediate or early termination of appointment or ineligibility for reappointment. Such separation will be effected in accordance with the applicable Civil Service, Department of Defense, and Navy regulations and coordinated through HROMQ.

Non-Renewal of Contract

(1) of MCU. A lack of Federal funds; change in mission, curriculum, workload, organization; or other compelling reason may require that a Title 10 faculty member not be reappointed. MCU will make a reasonable effort to provide a minimum of a six-month notice to the affected Title 10 faculty member. However, a failure to provide the courtesy notice will not prevent the automatic termination of the appointment on the not-to-exceed (NTE) date of the appointment.

(2) Recommendation of Supervisor. If the supervisor responsible for the faculty member’s rating of performance determines the contract of the Title 10 faculty member should not be renewed, the supervisor will forward recommendations for non-reappointment to the President via VPAA and VPBA, who will review and provide recommendations to the President, after consultation with HROMQ. The President, after considering recommendations, will determine whether appointments of Title 10 faculty members are renewed. If the appointment is not renewed, the President will make a reasonable effort to provide advance written notice of the decision to the affected Title 10 faculty member

Notification of Termination/Non-Reappointment (Renewal) of Contract. If the President determines that the employment of the Title 10 faculty member should be terminated or the contract should not be renewed, an HROMQ representative will prepare the termination notice, along with written notification from the President in accordance with the following schedule:

(1) during or at the End of the Initial Appointment Year. If the appointment is to be terminated during or at the end of the first appointment year, notice is given de facto when the contract is issued. In the absence of an extension, the appointment, and thus the Title 10 faculty member’s employment, will end on the NTE date for their appointment.

(2) Termination/Non-Reappointment during or at the End of the Second Appointment Year. If the appointment is to be terminated during or at the end of the second appointment year, notice will be given at least six months in advance.

(3) Termination/Non-Reappointment during or at the End of the Third Year. Notice normally will be given at least six months in advance.

Resignation/Retirement. A Title 10 faculty member is expected to give at least six months written notice to immediate supervisor of intention to resign or retire, in order that an appropriate replacement may be found. If after official notice is given to the supervisor the employee decides to rescind the notice, MCU has the authority to accept or reject the resignation/retirement notice.

Discipline. MCU may take such disciplinary actions against a Title 10 civilian faculty member as will promote the efficiency of the University for reasons of misconduct or inefficiency, irrespective of length of appointment. Personal behavior that violates law, rule, or regulation or that bears negatively on the professional standards expected of MCU faculty is a basis for immediate disciplinary action. Appeals of disciplinary actions, unless otherwise prescribed in this handbook, will be made to the next official in the chain of command not having a direct interest in the matter being appealed, unless the deciding official is the President of the University, utilizing the Department of the Navy Administrative Grievance System.

Initial Salary Offer and Schedule

Salary Offer. The President, based on the recommendation of the hiring Director, VPAA, and VPBA, determines the initial academic rank and salary step offered upon appointment.

Salary Schedule. The Office of the Secretary of the Navy determines the salary schedule for Title 10 employees. Each Title 10 faculty member shall be assigned to a step upon initial appointment. That step corresponds to a salary on the pay chart issued by the Department of the Navy Faculty Schedule. The salary consists of two components--base pay and locality allowance. Both components are considered in the computation of employee’s benefits and retirement. The Navy Faculty Schedule is modified on a comparative basis with changes Congress authorizes for federal employees paid under the Classification Act. The term “academic rank” on the schedule refers to an individual’s academic rank and the term “step” refers to the salary level within the academic rank. The salary schedule is published separately every year and is available online.

Pay Adjustments

There are five types of pay adjustments for Title 10 employees: general federal wage adjustments, adjustments in connection with reappointments, adjustments in connection with promotions in rank, merit/longevity step increases (equivalent to GS within-grade increases), and adjustments as a result of a performance award (equivalent to GS Quality Step Increases (QSI)).

Adjustments. On a periodic basis (normally annually), the President of the United States, with the approval of Congress, declares adjustments to the Schedule, consisting of adjustments to base pay, locality pay, or both (sometimes referred to as a Cost of Living increase). The Secretary of the Navy normally approves a corresponding adjustment to the Title 10 Faculty Salary Schedule, although there is no requirement to mirror the General Schedule in either amount or effective date. When the Title 10 schedule is adjusted, the salary of all Title 10 faculty members will be adjusted. No action on the part of the Title 10 faculty member or the chain of command is required.

Reappointment Adjustments. Adjustments in connection with term reappointments recognize and reward employees for long-term excellence in service or extraordinary accomplishments based upon records of performance, education, research and strategic communications support contributions, publications, professional scholarly growth, and service to the institution. If management offers a reappointment of a faculty member, the President will make the determination as the number of salary steps to be offered in the reappointment package (not to exceed a one-step increase). An increase or decrease in salary may be offered in the reappointment package. Salary adjustments must fall within the appropriate academic rank (e.g., between steps 17 and 52 for Associate Professors and steps 25 and 66 for Professors). The amount of increase or decrease depends on such merit factors as record of performance, education, research and strategic communications support contributions, scholarly publications, and, most importantly, potential for future service to the institution. The reappointment adjustment does not alter the eligibility date of the merit or longevity step increase.

in Rank Adjustments. s to a new academic rank will constitute a new appointment action and will be processed by VPBA as a change action (change in PD as well as a change in the Merit Step schedule). Promotion to a new academic rank may or may not require an adjustment in pay. In any case, a promotion in rank will not exceed a one-step increase.

Merit and Longevity Step Increases

(1) Eligibility. Given the highly professional nature of the University’s Title 10 professor billets, individuals holding these positions are expected to exhibit more than a minimum level of competence and performance in order to warrant any increase in pay. Therefore, merit step increases or longevity step increases may be granted to recognize continued, outstanding service with the expectation of continued service at that level based on the recommendation of the Director, approval of the President, and the availability of funds. However, there should be no expectation of an automatic increase at any level. With regard to processing personnel actions, merit step increases are considered bonuses during a reappointment while longevity step increases are comparable to the GS within-grade increases (WIGI), which are based on length of service.

(2) Schedule of Eligibility. Consideration for merit and longevity step increases will be governed by the schedule shown below. The weeks of service required between steps represent the minimum time required before consideration may be given for a merit and longevity step increase. No more than one merit and longevity step increase may be granted in any one fiscal year. Again, this eligibility schedule provides a benchmark for the Directors in recommending an increase. It does not dictate nor indicate when, or if, these step increases will be granted.

a. AD-01 (Instructor)

To steps 2-5: 52 calendar weeks of service

To steps 6-10: 104 calendar weeks of service

To steps 11-15: 156 calendar weeks of service

To steps 16-21: 208 calendar weeks of service

b. AD-03 (Assistant Professor)

To steps 8-15: 52 calendar weeks of service

To steps 16-24: 104 calendar weeks of service

To steps 25-33: 156 calendar weeks of service

To steps 34-42: 208 calendar weeks of service

c. AD-05 (Associate Professor)

To steps 18-25: 52 calendar weeks of service

To steps 26-34: 104 calendar weeks of service

To steps 35-43: 156 calendar weeks of service

To steps 44-52: 208 calendar weeks of service

d. AD-07 (Professor)

To steps 26-34: 52 calendar weeks of service

To steps 35-44: 104 calendar weeks of service

To steps 45-54: 156 calendar weeks of service

To steps 55-66: 208 calendar weeks of service

e. AD-09 (Administrative Faculty)

To steps 21-34: 52 calendar weeks of service

To steps 35-44: 104 calendar weeks of service

To steps 45-54: 156 calendar weeks of service

To steps 55-66: 208 calendar weeks of service

(3) Administrative Responsibility. Since merit/longevity step increases are not automatic, they require an administrative action to implement. VPBA will track eligibility for these increases; at a minimum of sixty days prior to a faculty member’s eligibility, VPBA will notify the Director of the eligible faculty member. The Director will make a recommendation to the President via VPBA and VPAA at least 30 days prior to the faculty member’s eligibility date. The President will notify the faculty member, in writing, of his decision and direct VPBA to prepare the appropriate personnel action.

Performance Award Adjustments

Title 10 faculty members are eligible for a performance award adjustment in the form of a one-step increase at the annual performance review. This type adjustment is the same as a GS Quality Step Increase (QSI). Performance award adjustments are one option available to supervisors to reward superior performance during a given PARS reporting period (1 Oct - 30 Sep); the other options include a one-time cash award or a time-off award (see below). Performance award adjustments will be reserved for the top performers within MCU, and recommendations should include a description of how the employee sustained exceptional performance and significantly contributed to the organization’s mission. All performance award adjustments and recommendations are adjudicated by the annual EDCOM Performance Appraisal Review Board (PARB). VPBA has responsibility for publishing policies and procedures related to the PARB, convening and chairing the annual board, and routing the results up the chain of command for approval.

Performance Appraisals

Review Periods. Title 10 faculty members and administrative staff are evaluated by their immediate supervisor at a mid-year performance review (March), as well as at an annual performance review (NLT 30 Sep) on their achievements in education, research, and strategic communications support, as appropriate, as well as achievement of specific objectives assigned during the period of evaluation. Supervisors will discuss evaluation criteria at the beginning of each rating period and provide results of the evaluation to each faculty member and administrator at the conclusion of the appraisal period.

Documentation of Reviews. Evaluations are documented on NAVMC 11408 (Rev 3-13): USMC Performance Appraisal Review System (PARS) or via the Interim Performance Management System (IPMS) in sufficient detail to support consideration for performance awards, promotions, and reappointments.

Performance Objectives. Concurrent with the evaluation process, employees and supervisors will develop objectives for the forthcoming year. These objectives are documented on NAVMC 11408 (Rev 3-13) as a basis for subsequent evaluation. Employees shall participate in the development of objectives and will keep the director/supervisor and appropriate academic dean advised on progress toward these objectives. Employees and supervisors also will participate in mid-year, face-to-face discussions concerning progress toward meeting these objectives. All new employees will have new performance standards set within 30 calendar days of entering the position. This is evidenced by the rating official and employee’s signature on the NAVMC 11408 (Rev 3-13) within 30 calendar days of their entrance on duty date. Additional information on developing performance objectives, and performance appraisals overall, can be found at the Office of Personnel Management website.

Performance Awards

As noted above, supervisors have the option to recommend employees for one-time cash and time-off performance awards in conjunction with the submission of the annual PARS. Title 10 faculty members with a minimum of 12 months service at the end of the annual rating period whose performance is rated as "acceptable" for all evaluative elements and who met or exceeded expectations during the reporting period may be recommended for a monetary or non-monetary performance award. The applicable vice president or director recommends performance awards to the President via VPBA in concert with GS annual performance rewards. The Performance Appraisal Review Board (PARB) reviews the recommendations and develops a proposed list of performance award recommendations for the President’s approval. Cash awards are paid in a lump sum and do not affect the basic pay level, employee benefits, or retirement computations.

Promotions

Criteria for Teaching Faculty

(1) There is a 5-year Time-In-Grade (TIG) requirement that must be met in order to be considered for promotion.

Reappointment/Promotion is based on teaching, research/writing (publication), and service in an approximate ratio of 50/25/25. This ratio is an expectation and may be renegotiated upon renewal, reappointment, or promotion.

(2) Evaluation for promotion is accomplished by a committee comprising (at a minimum) the director of the college or school, the dean, and an outside evaluator (from within MCU or off-campus). Evaluation for promotion is based on the candidate’s written evaluations and an interview with the candidate.

Since teaching is the primary responsibility of all Title 10 faculty within MCU, teaching performance is the primary consideration of evaluation for promotion. The ability to teach is basic to employment but demonstrated skill in teaching is the basis for promotion. At MCU this includes advising, counseling, and mentoring students and not simply platform or seminar performance. Assessing the quality of teaching is difficult and a variety of tools are employed, including (but not limited to) the supervisor’s observation of the applicant, peer reviews, student surveys, and (as appropriate) outside evaluations (e.g., letters of appreciation and commendation). No single evaluation instrument is definitive.

(4) Researching and writing for publication ensures that faculty members remain current and relevant within their chosen field and is important not only for the professor but also for the reputation of MCU. Peer reviewed journal articles, books, chapters, and some newspaper articles and conference papers will be considered appropriate as “published” work (newspaper articles, blogs, and conference papers are generally not considered “publishing” unless, for example, the conference paper is subsequently published in a collection). The evaluation of a faculty member’s publishing record is qualitative as opposed to quantitative, and there is no required number of books and/or articles for consideration within the schedule of eligibility. That said, a professor who publishes nothing in his or her position within the time frames stipulated for the AD ranks detailed in this handbook will not be considered for promotion. The absence of a publishing record is sufficient to withhold promotion, especially to the rank of Professor. The title of Professor must be earned and not simply the result of time in service.

The major type of “service” for public universities is within the university, e.g., serving on a committee, the faculty council, etc., but when evaluations for promotion are conducted, other types of service are heavily weighted. In that regard, such activities as course director, chairperson for special projects, other committee membership, and teaching across the campus receive special consideration. In addition, service to the broader community (local, state, national, and international) is also considered, e.g., teaching at other Department of Defense schools, speaking at conferences, chairing or participating in conference panels, support to US military and foreign military units in the field, etc. Once again, qualitative considerations outweigh quantitative considerations.

(6) With the above in mind, faculty members should keep a comprehensive record (portfolio) of teaching, research, writing, and service for consideration by the promotion committee.

(7) Step promotions for time in service and other criteria related to general adjustments, performance awards, etc., within an AD grade are unaffected by the criteria for promotion above.

Subsequent Promotions. A Title 10 faculty member will be eligible for the next higher academic rank if that person has met both the criteria of the present academic rank (including the appropriate time in rank), plus the additional criteria for the higher academic rank. Thus, a person holding the academic rank of AD03 (Assistant Professor) can be considered for the rank of AD05 (Associate Professor) after having demonstrated the abilities in teaching, research, and service for the rank of Associate Professor. The same is true for promotion to the rank of AD07 (Professor).

Promotion Process or Procedures

Individual Title 10 faculty members are responsible for applying for promotion by 31 December of each year. Faculty must have taught in their current academic rank for a minimum of five years before becoming eligible for promotion to the next higher academic rank. The application letter is to be addressed to the President, MCU, via the appropriate Director, VPBA, and VPAA. The application letter should be accompanied by a portfolio of teaching, research/writing, and service accomplishments. In January of the following year, promotion packages will be reviewed by a promotion committee via Manpower, which will convene annually for the purpose of reviewing applications and providing promotion recommendations to the President, MCU. Applicants will be notified of appointment dates and times for interviews.

(2) The promotion committee will forward its recommendations to the President via the VPAA and VPBA. A copy of the written recommendation will be made available to the applicant. Any rejoinder to the recommendation made by the applicant will likewise be forwarded to the President.

(3) The decision for promotion will be made NLT 15 April of the year in which the promotion committee meets. The President will notify the successful applicant via the appropriate Director.

(4) Approved promotions will not take effect until the new fiscal year beginning 1 October if a pay adjustment is granted. Otherwise, a promotion can be effective any time during the year upon approval of the President, Marine Corps University. Promotion to a new academic rank constitutes a new appointment action.

(5) Exceptions to the minimum time-in-grade requirement and to the timeline prescribed above will be considered on a case-by-case basis.

Promotions to Academic Dean. Some academic programs rotate the position of Academic Dean among Title 10 faculty (e.g., School of Advanced Warfighting). These appointments are usually temporary; however, they still require the approval of the President. At the completion of their time as Academic Dean, faculty will revert to their former position and academic rank. Any change in academic rank will constitute a new appointment action and may or may not require an adjustment in pay.

Faculty Benefits

 

Benefit Package for all Federal Employees. Title 10 civilian faculty members are entitled to leave, retirement, health insurance, life insurance benefits, and incentive awards on the same basis as other Federal employees. Title 10 civilian faculty may obtain information about all of their entitlements for Federal benefits by contacting the DON Employee Benefits Line at 1-888-320-2917 (Press 4 to speak directly to a counselor) or by visiting the Employee Benefits Information System (EBIS) at https://www.civilianbenefits.hroc.navy.mil. Information is also available at http://www.opm.gov. Additionally, federal employees may contribute to a Thrift Savings Plan (TSP) and obtain information about that program at https://www.tsp.gov/index.shtml. Any faculty member converted from Title 5 to Title 10 will retain all benefits previously accrued. The office of the VPSABO will direct Title 10 employee inquiries to the HROMQ.

Professional Development Off-Site (PDO). The intent of the PDO Program is to provide full-time faculty with opportunities to conduct professional development that might otherwise be precluded by the demands of their teaching and curriculum development responsibilities. In exceptional cases, Title 10 civilians who are not full-time faculty supporting degree-granting programs but who carry a considerable teaching load may be granted PDO on a case-by-case basis. After five years of continuous service to MCU, Title 10 civilian faculty members are eligible for PDO leave. PDO opportunities are intended to maintain the highest standard of academic excellence within MCU. This developmental process is essential in keeping our faculty in the forefront of their respective fields and ensuring their credibility throughout the professional military educational community. PDO leave will only be approved for professional enrichment that enhances a faculty member’s professional or educational skills. The President, upon the recommendation of the appropriate college Director, has final authority to grant a PDO period of either six months or a full year. As a general rule, PDOs will normally be granted for six months. One year PDOs will be granted only for compelling reasons. The standard six-month PDO period may be taken incrementally (e.g., two, 3-month periods) on a case-by-case basis. Applications for a PDO will include an agreement for additional service, which accrues as a three month obligation for one month PDO rate (18 months of service for each six-month PDO or three years of service for a one-year PDO). Every faculty member granted a PDO will identify an academic product that will be delivered at the conclusion of the PDO. The exact nature of the deliverable will depend upon the scope of the project, and the faculty member and the school Director will reach agreement on the deliverable prior to the start of the PDO. Refer to the MCU Academic Regulations for more information.

Without Pay for Professional Development Purposes. Upon the request of a Title 10 faculty member and the recommendation of the Director, VPAA, and VPBA, leave without pay for study, research, travel, or any other reason may be granted by the President when, in his/her opinion, such leave would contribute directly to the improvement of the MCU mission performance. Such leave must be requested through the chain of command.

Professor Emeritus Status upon Retirement. The conferring of emeritus status is a traditional and widely followed practice in American colleges and universities by recognizing the contributions of faculty members. It signifies that one is honorably retired from the conferring institution, but retains the title last held (e.g., Professor Emeritus of National Security Affairs). Title 10 civilian faculty members at MCU must serve meritoriously for at least 15 years (3 years of which can be waived by the President for extraordinary contributions). In computing the total years of service with MCU, the years served in military uniform as an MCU faculty member can be added to those of civilian teaching when determining the total of combined years. Recipients of the honor must be retiring from MCU at the rank of full or associate professor with a record of outstanding teaching excellence and record of university service. Privileges associated with the honor include: a certificate attesting to the status, access to the library services and other faculty research facility services, an invitation to participate in commencement processions and similar ceremonies, an invitation to participate in academic conferences hosted by MCU, the option of offering course or class offerings with the approval of the college director, listing in the faculty directory and catalog, and the right to list the title of professor emeritus and associated affiliation with MCU on any publication or professional document. The MCU Academic Regulations provides a full description of the process, requirements, and benefits of the honor.
Introduction