FACULTY EVALUATION ANNUAL AND COMPREHENSIVE REVIEWS Janet Dukerich, Senior Vice Provost for Faculty Affairs August 18, 2014.

Slides:



Advertisements
Similar presentations
Maximizing Your Chances for Promotion and Tenure School of Medicine March 19, 2013.
Advertisements

Promotion and Tenure Workshop 1. Evaluation Procedure There is only one evaluation procedure leading to recommendations regarding promotion, tenure and.
Tenure is awarded when the candidate successfully demonstrates meritorious performance in teaching, research/scholarly/creative accomplishment and service.
Promotion and Tenure Faculty Senate May 8, To be voted on.
UNLV FACULTY SENATE TENURE & PROMOTION FORUM Oct. 2, 2012 Oct. 2, 2012 Thanks to the Past Chairs: Dr. John Filler Dr. Ceci Maldonado Dr. Nasser Daneshvary.
Promotion & Tenure New Faculty Workshop December 7, 2012.
Promotion and Tenure Workshop for MUSM Faculty A Faculty Development Opportunity Mercer University School of Medicine 2012.
THE PROMOTION AND TENURE PROCESS New Academic Administrators Workshop August 8,
Contract Faculty Evaluations. AGENDA Review of Information Packet Ground Rules Purpose of Evaluation Evaluation Procedures Evaluation Criteria Time Line.
Faculty Grievance Committee Training October 26, 2012.
Proposed Revisions to Section 5 (Review & Evaluation of Faculty Performance) of the Faculty Handbook Spring, T&P Oversight Committee Office.
Tenure and Promotion for Extension Faculty: Tips for the Evaluated and the Evaluators Larry Smith Executive Senior Vice Provost Utah State University Annual.
PEER REVIEW OF TEACHING WORKSHOP SUSAN S. WILLIAMS VICE DEAN ALAN KALISH DIRECTOR, UNIVERSITY CENTER FOR ADVANCEMENT OF TEACHING ASC CHAIRS — JAN. 30,
Personnel Policies Workshop Best Practices for Personnel Committees.
Using Your Faculty Manual …Talking Manual With Your Chair - Dr. Rasoul Saneifard.
New Academic Administrators Workshop August 8, 2013 FACULTY EVALUATION ANNUAL AND COMPREHENSIVE REVIEWS.
Promotion and Tenure Planning Workshop Spring 2013 Susan S. Williams Vice Provost for Academic Policy and Faculty Resources.
Performance, Merit and Post- tenure Evaluation Processes Proposals for Comment Faculty Senate, April 2014 Office of the Provost.
2015 Workshop Permanent Status and Promotion Policy and Procedures Overview.
University Council Shared Leadership for Integrated Planning and Consultative Decision-Making.
Promotion and Ten ure October 21, 2014 S. Laurel Weldon Vice Provost for Faculty Affairs (Interim) PURDUE FACULTY.
An Educational Computer Based Training Program CBTCBT.
B. Proposed Revisions to UT HOP 3.16 Threatened Faculty Retrenchment (D )— Janet Staiger (professor, radio- television-film and committee chair).
Faculty Evaluation Policy Why: – Needed to comply with SACS accreditation guidelines – Must comply with UL System requirements – Needed to improve the.
North Carolina Agricultural and Technical State University College of Arts and Sciences Performance Review Committee Workshops October 27 and 28, 2014.
The Roles of Department Heads and Program Directors in the GRCC Faculty Evaluation System.
Promotion and Ten ure October 15, 2013 S. Laurel Weldon Vice Provost for Faculty Affairs (Interim) PURDUE FACULTY.
Promotion and Tenure Lois J. Geist, M.D. Associate Dean for Faculty Affairs and Development.
Materials presented are for general informational purposes only and do not constitute official University rules, policies or practices or interpretations.
FACULTY COMPENSATION AND LEAVES Janet Dukerich, Senior Vice Provost for Faculty Affairs Carmen Shockley, Director, Academic Personnel Services August 18,
Promotion and Tenure for Chairs, Heads, & Administrators: Twin Cities Arlene Carney Vice Provost for Faculty & Academic Affairs.
Promotion and Tenure Faculty Senate June 12, 2014.
FACULTY HIRING Janet Dukerich, Senior Vice Provost for Faculty Affairs Carmen Shockley, Director, Academic Personnel Services August 18, 2014.
NCAA Athletics Certification Orientation. Overview Origin, Purpose and Benefits. Athletics Certification Process. Operating Principles. Measurable Standards.
Promotion in the Clinical Track Lois J. Geist, M.D. Associate Dean for Faculty Affairs and Development.
M.D.G. Scholars Program -Capstone Presentation-.
Promotion Process A how-to for DEOs. How is a promotion review initiated? Required in the final probationary year of a tenure track appointment (year.
1 Status of PSC recommendations (January December 2007) Portfolio Committee on Public Service and Administration 14 March 2008.
Changes in the Faculty Review Process for United Academics Faculty Presenter: Patricia Linton, College of Arts & Sciences.
POST-TENURE REVIEW: Report and Recommendations. 2 OVERVIEW Tenure Field Test Findings Recommendations This is a progress report. Implementation, assessment,
Agenda Review of Faculty Tracks Mentoring Committees Third- and Sixth-Year Reviews Tenure Statistics Pre- and Post- “Artman”
Promotion and Ten ure October 2015 Alyssa Panitch Vice Provost for Faculty Affairs PURDUE FACULTY.
Presented by: Theresa Elliot-Cheslek AVP & CHRO Terry Ryan Asst. Attorney General, AGO Dealing with Faculty Personnel Issues Revised October 2015.
Faculty Senate Meeting November 19, Agenda I.Call to Order and Roll Call - M. Bruening, Secretary II.Proposed Amendment to the Faculty Bylaws (CRR.
Promotions on the Physician Scientist/Basic Science Investigator Track Larry L. Swift, Ph.D. Vice Chair for Faculty Affairs Department of Pathology, Microbiology.
An Overview of the Promotion & Tenure Process UNIVERSITY OF KENTUCKY NEW FACULTY ORIENTATION AUGUST 20, 2015 KATIE CARDARELLI, PHD ASSOCIATE DEAN FOR ACADEMIC.
REAPPOINTMENT, PROMOTION AND TENURE AUGUST 26, 2016 SUE OTT ROWLANDS, PROVOST.
Reappointment, Tenure and Promotion (RTP) Processes and Procedures
Positioning Yourself for Promotion and Tenure at KSU
Promotion to Full Professor: Regulations and Procedures
Academic Year UNC Asheville
Evaluation of Tenure-Accruing Faculty
Your Career at Queen’s: Merit Review and Renewal, Tenure, & Promotion New Faculty Orientation August 24, 2017 Teri Shearer Deputy Provost (Academic.
2017 Workshop Tenure and Promotion Policy and Procedures Overview
Topics How are things?  Concerns, questions, comments?
What you need to know now to be promoted later!
Faculty Performance Reviews at MSU
The Departmental Performance Review (PR)
2016 Tenure and Promotion Workshop Policy and Procedures Overview
University Bylaws Committee
Overview of Sabbatical Leave Policies and Procedures
Promotions on the Physician Scientist/Basic Science Investigator Track
Lecture Track Faculty Reappointment & Promotion ECAS
Promotion on the Clinician Educator and Clinical Practice Tracks
Maximizing Your Chances for Promotion and Tenure
Training for Reviewers Fall 2018
Promotion to Full Professor: Regulations and Procedures
Fort Valley State University
Promotion and Tenure.
Faculty Evaluation Policy
Presentation transcript:

FACULTY EVALUATION ANNUAL AND COMPREHENSIVE REVIEWS Janet Dukerich, Senior Vice Provost for Faculty Affairs August 18, 2014

EVALUATION OF TENURED FACULTY (RR 31102)  January 1, 1998 – Texas Education Code amended to require comprehensive evaluation of tenured faculty every six years  Regents’ Rule adopted to implement legislation (modified February 2012)  “Periodic evaluation is intended to enhance and protect, not diminish, the important guarantees of tenure and academic freedom.”

EVALUATION OF TENURED FACULTY (RR 31102)  Adds details for annual review process  Establishes four categories of evaluation for both annual and comprehensive review o Exceeds expectations o Meets expectations o Fails to meet expectations o Unsatisfactory  Establishes a more explicit link between evaluation and possible disciplinary action

KEY PRINCIPLES OF IMPLEMENTATION  Policies strongly affirm the quality of UT faculty, the value of tenure, and the positive function of post tenure evaluation  Strongly affirm safeguards to protect due process and academic freedom

KEY PRINCIPLES OF IMPLEMENTATION Individual faculty have the right to: provide input during the process receive institutional support for improvement o (e.g. teaching effectiveness assistance, counseling, mentoring, etc.) invoke standard appeal procedures meet with the review committee submit additional materials

PURPOSE OF EVALUATION  Provide guidance for continuing and meaningful faculty development  Assist faculty to enhance professional skills and goals  Refocus academic and professional efforts, when appropriate  Provide assurance that faculty are meeting their responsibilities to the University and the State of Texas  Form the basis for determining merit raises, honors, awards, and other forms of recognition

KEY STEPS IN THE PROCESS  Assess materials focusing on individual merit and record of teaching, scholarship, and service  Determine review category  Communicate evaluation results  If unsatisfactory, establish development plan  Monitor

EVALUATION SCOPE Materials to be assessed: o Annual Faculty Activity Report (FAR) o Current CV o Student evaluations of teaching, including all written student comments o Additional materials, as available, such as: Peer teaching observations (required for comprehensive review) Any documentation directly related to the record of teaching, scholarship, and service Information submitted by the faculty member

CATEGORIES OF EVALUATION  Exceeds expectations  A clear and significant level of accomplishment beyond what is normal for the institution, discipline, unit, and faculty rank  Meets expectations  Level of accomplishment normally expected  Fails to meet expectations  A failure beyond what can be considered the normal range of year-to-year variation in performance, but of a character that appears to be subject to correction  Unsatisfactory  Failing to meet expectations in a way that reflects disregard of previous advice or other efforts to provide correction or assistance, or involves prima facie professional misconduct, dereliction of duty, or incompetence

ANNUAL REVIEW  Overseen by departmental budget council, extended budget council, or executive committee  Applies to all active faculty, tenured and non-tenured  Faculty on approved, non-academic leave without pay for the entire year are not subject to review that year  Not required for tenured faculty who are undergoing a six-year comprehensive review

ANNUAL EVALUATION RESULTS  The rating assigned shall be an aggregate based on overall judgment of the faculty member’s activities  Communicate results to faculty member  In writing  State the evaluation category  Advise of any areas that need improvement  If unsatisfactory, include a brief statement to identify the area(s) of unsatisfactory performance and basis for the evaluation

ANNUAL - UNSATISFACTORY  Faculty member to work with department chair to establish a written development plan – within 30 days  Goal of improving performance to an acceptable level  Include tangible goals for measuring success  Department shall monitor progress during following year  Two consecutive unsatisfactory ratings – may be subject to  Comprehensive review or  Disciplinary action  Prior to taking action, faculty member shall be advised of right to appeal or grieve

COMPREHENSIVE SIX-YEAR REVIEW  Conducted by committee of tenured faculty and overseen by budget council, extended budget council, or executive committee  For joint positions, the primary department will be the locus unless the faculty member chooses to designate a joint department of equal or greater percent time

COMPREHENSIVE REVIEW  Applies to each tenured member of the faculty  Evaluation may be deferred when review period coincides with  Approved leave  Comprehensive promotion review, or  Appointment to an endowed position  Deferral may not extend beyond one year  Six-year period starts at  Time of hire into tenured position  Award of tenure via promotion process  Restarts at promotion to full professor

COMPREHENSIVE EVALUATION RESULTS  Before submitting evaluation:  Notify the faculty member of the results  Provide opportunity for faculty member to meet with committee, submit additional material, and comment on the findings  Written comments submitted by the faculty will be included with the final evaluation  Results are communicated to faculty member, chair, and dean in writing  State the evaluation category  Advise of any areas that need improvement  If unsatisfactory, include a brief statement to identify the area(s) of unsatisfactory performance and basis for the evaluation

COMPREHENSIVE - UNSATISFACTORY  Identify the area(s) of unsatisfactory performance and the basis for the evaluation  Do not speculate on “reasons why” the performance is unsatisfactory  Establish faculty development and support plan:  Follow-up schedule (with specific dates), benchmarks, and tangible goals for measuring improved performance  University resources for providing appropriate support  Who will monitor implementation of the plan and support the faculty member through the process (e.g., a faculty mentor)

COLLEGE-LEVEL PEER REVIEW OF UNSATISFACTORY EVALUATION  A more intensive review may be initiated by the dean or faculty member  Committee is appointed whose membership is:  Representative of the college  Selected based on objectivity and academic strength  Same or higher rank as faculty member being reviewed  Different from that of the Promotion and Tenure committee  May request additional information from the faculty member  Provide faculty member with opportunity to meet  Report findings within three months

COMPREHENSIVE REVIEW TIMETABLE By March 31 –Notify faculty member of intent to review the following Fall. Provide at least six months notice By May 31 –Provide previous annual reports and other materials to be assessed to faculty member for review October – December –Conduct the review By February 1 –Communicate final results to faculty member, department chair, and dean By February 28 –Where appropriate, dean appoints college-level review committee By May 31 –College-level review committee reports findings

DEVELOPMENTAL SUPPORT PLAN  Required for unsatisfactory evaluations  May be established for any faculty members whose performance indicates they would benefit  If a plan is established, must be monitored for sufficient improvement

DISCIPLINARY ACTION If incompetence, neglect of duty, or other good cause is determined to be present, appropriate disciplinary action, up to and including termination, may be initiated in accordance with due process procedures of the Regents’ Rules and Regulations Rule and Handbook of Operating Procedures

AUTHORITY AND RESPONSIBILITY Notwithstanding the review process, department chairs and deans of non- departmentalized colleges and schools are responsible for the academic quality of their instructional programs and activities and are expected to act when necessary to insure the quality of their programs

APPEALS Faculty retain right to avail themselves of normal appeals channels o Next higher administrative level o Grievance committee o Committee of Counsel on Academic Freedom and Responsibility (CCAFR) o Procedural irregularities o Academic freedom violations o Faculty Ombudsperson

QUESTIONS?