The members of the University Faculty Personnel Committee (UFPC) were gratified to read many excellent files this year. We continue to be greatly impressed with the overall quality of the teaching on this campus. The Committee is heartened by the continued attention to improving teaching effectiveness in many candidates' files for reappointment, tenure and promotion. Many probationary faculty have been participating in midsemester evaluations, providing thoughtful analyses of course progress, student opinions and candid self-assessment of performance in the classroom. The Committee was pleased to have consulted with the academic deans, members of the Faculty Affairs Committee, Interim Vice President Vrem and President Richmond over the course of the year to discuss various aspects of the reappointment, tenure and promotion (RTP) process. Early in the year, we decided to use a series of email messages as a way of being more informative to the faculty about various aspects of the RTP process. Additionally, by the end of this term we will have had three open meetings for our campus colleagues to discuss pertinent RTP issues. By next fall, the UFPC will have its own website, with links to previous annual reports and important RTP documents, such as the Collective Bargaining Agreement, Appendix J of the HSU Faculty Handbook, Appendix K of the HSU Faculty Handbook, the Personnel Data Sheet (PDS) and the Working Personnel Action File (WPAF) checklist used by the UFPC.   Important Issues  We have chosen to focus on two very important potential changes in the interpretation of Appendix J by the academic deans, the Interim Vice President for Academic Affairs and the President, rather than writing a more comprehensive report as typically has been done in prior years.   Criteria for Positive RTP Recommendations   Our recommendations regarding RTP are based on Appendix J, Section VIII, which requires excellence in teaching. Appendix J is clear that when a deficiency in teaching exists, no amount of activity in the three ancillary areas will suffice for a positive recommendation from the UFPC for eventual tenure or promotion. A reasonable performance in the three ancillary areas, in addition to excellence in teaching, is necessary for a positive RTP recommendation. Appendix J, Section VIII, is clear that a candidate's strengths may be concentrated in one category, even to the almost complete exclusion of the other areas.  However, we have noted increasing weight given to scholarship in this year's cycle of RTP recommendations made by some department committees, department chairs, college deans and the vice president, as well as in our discussions with these groups and the president. While the members of the UFPC highly value scholarly activity, we also wish to make very clear that, pursuant to Appendix J, Section VIII.A.1.& 2, a candidate may almost entirely concentrate her or his activities within any of the three areas to the almost complete exclusion of the other areas. Evaluators of WPAFs should avoid stating or implying that a candidate must perform in a particular area or complete a particular task to qualify for RTP. A candidate may choose to do such activity and be encouraged by colleagues to do such work, but must not be compelled to do so as long as a reasonable performance is completed in the totality of the ancillary areas. Departments can mentor their candidates by developing additional discipline oriented criteria within the framework of Appendix J's definition of scholarship (particularly in the area of the scholarship of teaching) that match the candidates' strengths and interests (Appendix J. Section VIII. B.2).   Early Tenure According to past practice at HSU, recommendations for early tenure and promotion are rare and extraordinary. Previous interpretations of Appendix J have not recognized excellence alone as a criterion for such recommendations by the UFPC. Excellence in teaching, evidence of accomplishments in the ancillary areas and six years of full-time probationary service are the usual criteria for tenure and promotion to the rank of associate professor. Moreover, Appendix J. Section IV.E.5. states, "The President may award early tenure to faculty unit employees for reasons above and beyond the standard RTP criteria of merit and whose tenure would constitute a clear advantage to the University." The interpretation of this language seems to be changing with the current president. Until we gain additional experience with these possible changes, it is difficult for us to provide practical advice to candidates considering application for early tenure. Because the issue of early tenure seems to cause considerable difficulty for candidates, peer review committees and deans, and because no specific criteria exist for exactly what constitutes a clear advantage to the university, the UFPC recommends that the Academic Senate review this section of Appendix J as soon as possible so that the entire academic community can be properly advised.   Summary Comments  The quality of the presentation of the Working Personnel Action Files (WPAFs) still varies considerably, even though Appendix J is clear on format and content. The members of the UFPC support and encourage Initiating Unit Personnel Committees (IUPCs) and College Personnel Committees (CPCs) to continue thorough evaluation of candidates' WPAFs. We encourage all candidates to become familiar with Appendix J and to seek mentoring in file preparation. Note also that there will be an improved version of the PDS for those RTP candidates who will be preparing files for the first time in Fall 2003. Other RTP candidates have the option of using the revised PDS. In previous annual letters of the UFPC, extensive suggestions for file organization appear. We refer RTP candidates and their IUPCs to these reports, which will soon be available on the UFPC's website. The Faculty Affairs Committee and the Academic Senate as a whole have begun an examination of Appendix J and the RTP process. We strongly urge our faculty colleagues to participate actively in this process to ensure equity and fairness across programs, departments and colleges in terms of promotion and tenure. Stay in contact with your Academic Senate representatives.  The UFPC will conduct informational meetings early in the fall term for personnel committee members and department chairs. All faculty and staff involved in the RTP process are invited and encouraged to attend these meetings.   Respectfully submitted, Linda Anderson, Chair Ben Allen Susan Bennett  Rick Botzler  Sharon Chadwick