A professional at the Senior level performs program functions at a level of proficiency typically
requiring extensive experience (e.g., a minimum of at least seven years of professional
experience) and advanced knowledge and skills. At this level the professional has a record of
exemplary performance. A Senior professional is expected to develop new approaches, methods
or techniques to resolve problems with little or no expert guidance and to cope independently
with new, unexpected or complex situations. At this level, a professional can be expected to
guide or train other professionals or to oversee their work.
In promotion of academic staff members from no-prefix professional title to senior professional
title, the following criteria will be considered:
I. A. Appropriate Education Preparation: The candidate for Senior prefix must meet
the minimum educational requirement.
B. Appropriate Experience:
C. Contributions to the University outside of the work assignment. Academic staff
seeking promotion should have demonstrated contributions to the University in
areas such as the following:
II. Recognizing that circumstances may develop in which the Academic Staff member
does not meet all the above stated criteria but duly merits promotion for other
extraordinary considerations, the Academic Staff member seeking promotion may submit
a promotion request following established procedures.
The University of Wisconsin System has determined that the Distinguished prefix is not part of a
natural career progression track and is not intended to be the final stage of progression for all
academic staff in the professional title series.
6.16.1.3.1. Definition
A professional at the Distinguished level performs at a level of proficiency typically requiring
extensive experience and advanced knowledge and skills. The expertise of a professional at this
level is commonly recognized by his or her peers and through a reputation which extends beyond
his or her work unit. A Distinguished professional is expected to develop new approaches,
methods or techniques to resolve problems with little or no expert guidance and to cope
independently with new, unexpected or complex situations. At this level, a professional can be
expected to guide or train other professionals or to oversee their work.
6.16.1.3.2. Distinguished Prefix Interpretation Guidelines
A professional at the Distinguished level performs at a level of proficiency typically requiring
extensive experience and advanced knowledge and skills.
Hayes/Hill considered "at least 10 or more years of progressively responsible experience in their
field" to constitute "extensive" experience.
The expertise of a professional at this level is commonly recognized by his or her peers and
through a reputation which extends beyond his or her work unit.
"Peers" should not be interpreted to mean "colleagues." While an employee may be recognized
for excellence, achievement or exceptional skill by academic staff colleagues within the
institution and within the UW System, "peer recognition" applies to a reputation of excellence in
a profession, recognized by individuals or groups in the same profession normally found or
organized outside of the UW System.
Hayes/Hill construed each institution as a "work unit." Departments, schools and/or colleges
within the institution are not considered "work units" for this purpose.
A Distinguished professional is expected to develop new approaches, methods or techniques to
resolve problems with little or no expert guidance and to cope independently with new,
unexpected or complex situations.
Recognition as an expert in the field implies that the reputation as a "superstar" is applicable to
current problem solving in the profession.
At this level, a professional can be expected to guide or train other professionals or to oversee
their work.
Hayes/Hill intended this prefix level to be awarded to the "truly exceptional performers." As
Distinguished professional staff are to be considered a level above the Senior professional staff,
it is reasonable to assume that such distinguished staff would share their expertise with all other
staff, including the most senior staff.
It is unlikely that all professional academic staff have the opportunity to participate in national or
regional professional organizations, to conduct research, or to publish works in the profession.
Some professional academic staff positions are designed to provide expertise to local or regional
public, private or citizen groups. Hayes/Hill did not intend that all academic staff would achieve "superstar" status. The availability of this prefix is intended to permit the institution to
acknowledge the reputation of those few academic staff who have gained the recognition of
others in the profession. Evidence of peer recognition would include the following:
6.16.1.3.3 Examples of Peer Recognition
Making presentations before national professional organizations:
While a presentation of how something is done at UW-River Falls would not in itself warrant
distinguished status, if a person developed a new method or technique that was applied at the
institution, and that person presented the method or technique as a useful alternative to current
approaches used by professionals in the field, the distinguished title might be warranted.
Receiving awards of achievement from national organizations:
While an award for outstanding service might not reflect prominence in the field, an award
which recognizes a significant contribution to the profession might reflect distinguished status.
Serving as a consultant for national organizations or agencies:
Many academic staff utilize their skills in a consultant capacity. Such professional activity would
not constitute recognition by peers in the profession. However, if an organization of peers
requests the services of the academic staff member because of a particular expertise, such
consultant work could constitute recognition by one's peers.
Providing expert advice and/or testimony:
Many academic staff positions have a public service component in which the person is expected
to offer advice to local groups or organizations. The distinguished prefix was not created to
recognize such work. However, if a person is considered by his/her peers in the profession to be
a resource for solving complex issues, the distinguished title might be considered.
History of professional publications:
An academic staff member who has a recent history of published works that contribute to the
body of knowledge in the field or benefit the profession is a strong candidate for the
distinguished prefix.
Presenting educational or training programs for external post-secondary organizations and
institutions, i.e., teaching courses for college-level credit or CEUs:
Classroom instruction alone may not reflect recognition of expertise in the field by one's peers.
However, instructing others in the profession may be an indicator of recognized expertise.
Developing innovative methods, techniques or professional skills which are nationally
recognized and applied beyond the University:
A new method or technique that has been accepted by one's peers reflects a contribution to the
profession and may be regarded as evidence of distinguished recognition in the field.
