Each department and college is expected to establish guidelines and procedures for the annual evaluation of all members of the faculty that are consistent with, and may be more extensive than, the following procedures for the annual evaluation of tenured and tenure-track members of the faculty that were established by the Faculty Council.
- The job performance of every tenured and tenure-track faculty member will be evaluated each year. This evaluation will be undertaken by each department chair under departmental criteria and procedures. This evaluation process is a minimum requirement, it shall not supplant more extensive departmental procedures.
- This review will always include an evaluation of teaching, scholarly work, and service. Each department will develop and apply guidelines for evaluating teaching, scholarly work, and service.
- The annual evaluation shall be as follows:
- For non-tenured, tenure-track faculty members, an annual evaluation conference shall be held prior to May 1 of every year. The chair shall discuss the faculty member’s strengths and weaknesses in the areas of teaching, scholarly activity, and service. Prior to the conference, the chair shall prepare and forward a "draft" evaluation to each faculty member. Tenured faculty members will receive a copy of the "draft" evaluation, but will not have a conference unless a conference is requested by either the faculty member or the department chair.
- After the conference, the department chair shall then prepare a final written evaluation of said faculty member. The final written evaluation shall have a place for the faculty member’s signature which would indicate that the evaluation has been seen and discussed. The evaluation, and one copy will then be forwarded to the faculty member. For tenured faculty members who do not have a conference, the draft copy will become the final evaluation.
- The faculty member shall sign the final evaluation acknowledging receipt. The faculty member may state in writing reason for any disagreement that s/he may have with the final evaluation.
- The department chair shall place the annual written evaluation along with any faculty response in the faculty member’s personnel files and shall forward the evaluation and the faculty member’s response (if any) to the dean of his/her college.
- Unusual circumstances, such as a faculty member on leave, shall be handled by the department.
Guidelines for Conducting Effective Annual Reviews
- Expectations for performance in each of the areas of evaluation consistent with the mission of the institution, college, department and program must be clearly written and discussed with the faculty member at the time of appointment and reviewed and updated as appropriate as part of the annual review process.
- The role of peers in the annual review process should be clearly defined in the statement of criteria and procedures established by each department and college.
- Information to be provided by the faculty member as part of the review process must be clearly defined.
- The written evaluation prepared by the department chair should clearly and specifically address strengths and weaknesses in the performance of the faculty member, providing for a clean plan and timetable for improvement of any deficiencies in performance. Effective annual evaluations should eliminate "surprises" in the comprehensive reviews pertaining to reappointment, promotion, and conferral of permanent tenure.
Allocation of Merit Increases
During the spring semester, the Office of Academic Affairs sends to all College Deans instructions on how to model the awarding of merit increases to full-time faculty based on anticipated state appropriated increases. Using these instructions as a guide, each College Dean is expected to develop his or her own written guidelines for the allocation of merit increases.