Post-Tenure Review

 Section 7a of the Regents Policy on Faculty Tenure  Rules and Procedures for Annual and Special Post-Tenure Review

Post-Tenure Review  Required annual review of tenured faculty  Unit head  Elected faculty committee  May take place as part of the merit review

Post-Tenure Review  Each unit must have a statement of goals and expectations relative to teaching, research, and service.  Should be sufficiently clear to be able to judge whether someone has met the goals and expectations or is substantially below them

Goals & Expectations  Might look at a rolling window of two-to- three years to look at more average performance  Best if they are measureable in some way

G & E: Teaching Examples  Scores on Student Rating of Teaching:  Goal to be in the range of “agree” for all six questions for all classes  No less than in the midrange of “somewhat agree” for all six questions for all classes taught in a two-year period  These address being prepared, clear, providing feedback, showing respect for students, students learning, and being interested

G & E: Teaching Examples  Peer review standards:  Positive classroom observation once a year  Positive review of syllabi  Make curricular contributions by creating new courses, changes to majors/minors, labs, service learning, etc. - perhaps select one of these over a time period

G & E: Research Examples  One of these over a two-to-three year window:  Publish a peer-reviewed article, non-peer reviewed article, book chapter, book, etc. for submit one of these for publication  Present a paper or poster at a state or national meeting  Exhibit materials at a show or meeting  Publish a curriculum guide  Submit a grant proposal  Review a book or journal article

G & E: Service Examples  Serve on at least one department or campus committee over the time window  Serve your professional association  Serve a community organization

Unit Procedures  How will the unit implement the post-tenure review policy

Changes over Time  If a tenured faculty member has agreed with a head to redistribute his or her effort, it should be explicit and put in writing.  Reduce expectations for research (but don’t eliminate them)in exchange for increases in service for example  Annual review based on agreed-upon expectations

Head & Faculty Committee Agree – Start Post-Tenure Review  Sign a joint letter  Give specific examples of work not meeting the goals and expectations.  Provide a personal improvement plan  Give a time period over which change can be made – not less than 1 year.  Provide assistance in achieving the stated goals

Head & Faculty Committee Agree – Start Post-Tenure Review  May make a recommendation for a re-assignment of duties

Head & Faculty Committee Don’t Agree  No personal improvement plan

Re-Review  At end of time period, head and faculty committee re- review the faculty member identified below goals & expectations.  If s/he met goals, no further action.  If s/he did not meet goals, then can move to special review phase

Special Review  Coordinated by the Dean  Dean has to agree that the faculty member is below goals & expectations.  Special committee formed  5 people – 1 selected by the faculty member being evaluated; other 4 elected  Can be from other units

Special Review  Committee evaluates whether the person is below goals and expectations.  Outcomes:  Meets goals & expectations  Does not meet goals & expectations  Reallocate activities  New performance improvement plan leading to an annual review or a new special review  Salary reduction  Formal termination procedures begin