What do you do if your tenure and promotion application is being unfairly evaluated?

When confronted with an unfair evaluation that results in the rejection of a tenure or promotion application, it's imperative to methodically counter negative remarks by leveraging concrete facts and illustrative examples from your dossier. Highlighting discrepancies and biases in the evaluation, and directly countering them with solid evidence, can effectively expose the flawed nature of the assessment. Furthermore, it's wise to avoid seeking reconsideration from those who have already demonstrated a biased stance against your application, ensuring that your appeal is directed towards the next level of review and hope that they will do fact check before rendering their decision.

Boa tarde prezados, Quando se solicita uma promo??o, já tem que estar com dados concretos para demonstrar o merecimento da mesma, indicadores que demostrem a competência do setor, melhorias e inova??es que renderam bons resultados. A promo??o normalmente só precisa ser efetivada , quando o profissional se destaca e é realmente merecedor, a lideran?a já sabe disso e n?o tem como negar. Caso o profissional solicite uma promo??o, essa promo??o seja negada, lembrando que é muito importante reconhecer quando ainda n?o se esta pronto e se capacitar , mas se o profissional n?o concordar com os argumentos apresentados , se sentir pronto e a Empresa n?o o reconhece, deve procurar um lugar que o valorize.

I have concerns about relying solely on this approach. In situations where unfair evaluation is suspected, it's vital to consider a multi-faceted strategy. Alongside evidence collection, seeking support from allies within the institution can provide valuable insight and advocacy. Building a strong network of support can complement the evidence-gathering process and increase the likelihood of a fair evaluation.

If my tenure and promotion application is being unfairly evaluated, I would first gather evidence to support my case, including documentation of achievements, feedback, and evaluations. Then, I would address my concerns through the appropriate channels, such as discussing the matter with my supervisor, department head, or HR representative. If necessary, I would escalate the issue to higher management or seek guidance from a neutral third party, such as an ombudsman or legal advisor. It's crucial to advocate for fairness and transparency while maintaining professionalism throughout the process. Remember to keep an inventory of your skills, start networking and this may be a sign that you should consider alternative opportunities.

It's important to recognize that sometimes, not being promoted can be due to our own mistakes. Understanding the criteria and procedures is key because it helps us identify where we may have fallen short. By knowing these guidelines well, we can take responsibility for our actions and work towards meeting the necessary standards for promotion.

The key to resolving this issue is to be a reflective practitioner. In my previous job I was subject to an unfair evaluation for my tenure application. After two failed attempts I was successful. The root causes were due to 1) the evaluator's unconscious bias 2) not recognizing the limits of my development. Item 2 was easier to address as I undertook a regime of training to align myself with organizational needs. Item 1 was more challenging as I needed to present undisputed evidence to support my application for tenure. Don't give up, persevere! I would recommend the following as undisputed evidence: 1. Successful appraisals 2. Positive feedback 3. Relevant certificates 4. Voluntary work 5. Media engagement 6. Conference hosting

In my experience, HEI very often hide themselves behind bureaucracy and regulations to hold promotions and salaries raise back. Unfortunately, most of times it is not a matter of lack of money, but of bad management. Given that, usually options are limited.

Actually it would not be happened if there’s a professional company, sadly I encountered this before, too bad that I choose to leave the company because I don’t see any of the professional development can be seen in future if the top management allows the staffs perform in this way, don’t ever think they will have changed one day, no definitely not, as employee, we can seek and deserved better in other field and workplace that showing humanized and professional management organization.