All full-time, regular faculty members, both tenured and non-tenured, are evaluated annually by the departmental chairperson and the college dean. As part of the evaluation process, each faculty member is required to prepare and file a Faculty Annual Report documenting activities and effort with respect to his or her current Agreement on Responsibilities Form. Part-time faculty members are evaluated each semester using a form recommended by the Chairperson and approved by the Dean and the Provost/Vice President for Academic Affairs.
Where performance problems are detected, they can normally be resolved at the department level for all faculty. In the rare instance, however, that a tenured faculty member has been performing significantly below an acceptable level for an extended period of time, and attempts at the department and college level have been unsuccessful at resolving the problem, the faculty member may be asked to participate in a formal development program designed to improve the faculty member's performance. Because this process requires a major commitment of University resources, it is only to be undertaken if the career of the faculty member is in jeopardy and after other less extensive means have been exhausted. When a faculty member is required to participate in the program, failure to produce results in that development program will be grounds for administrative action.
For a faculty member to be subject to a request of this nature, he or she must have unacceptable overall ratings (with the concurrence by the Dean) for at least three of the past five annual evaluations.
Upon recommendation of the chairperson, the Dean may appoint a committee to review the performance of the faculty member and determine whether a formal development program is appropriate. The committee will consist of a minimum of three of the faculty member's tenured peers. If there are not three tenured peers in the department, tenured faculty with relevant expertise from other departments may be appointed to the committee. In addition to the three required members, the Dean may appoint additional tenured faculty to the committee, including faculty from other departments if they have relevant expertise. If the faculty member desires, the committee shall include all of his or her tenured peers.
If the determination of the committee is in favor of a formal program, then the Vice President for Academic Affairs and the Dean, in conjunction with the review committee and the departmental chairperson, will devise a program aimed at solving the problems identified.
[Approved by the Faculty April 29, 1992; editorially revised by the University Assembly September 4, 1996. Revised by the University Assembly April 20, 2001. Revised by the University Assembly November 19, 2008.]