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            "text": "KENTUCKY STATE UNIVERSITY\nPOLICIES AND PROCEDURES",
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            "text": "POLICY TITLE:\nFaculty Evaluation and Termination Policy"
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            "text": "VOLUME, SECTION & NUMBER: 1.1.16"
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            "text": "ENTITIES AFFECTED: Faculty"
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            "text": "ADMINISTRATIVE AUTHORITY: Division of Academic & Student Affairs",
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            "text": "APPROVED BY: INTERIM (Expires in 6 months)"
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            "text": "EFFECTIVE DATE: October 1, 2026"
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            "text": "REVISED FROM:\nOctober 1, 2026, Version of Policy"
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            "text": "POLICY STATEMENT:",
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            "text": "According to House Bill 250, Section 1(g) (2023), Senate Bill 185 (2026) and House Bill 490 (2026) amending KRS 164.360, the following revised process regarding a faculty performance review of term, tenured, and tenure-track faculty and dismissal of faculty at Kentucky State University is adopted, effective October 1, 2026, and revised, effective October 1, 2026. Kentucky State University asserts the performance evaluation system is designed to share with faculty a clear understanding of their performance within the three evaluation cycles for term, tenured, and tenure-track faulty. Additionally, pursuant to KRS 164.360(6)(a), a faculty member may be removed by the Board of Regents for bona fide financial reasons, including but not limited to financial exigency; low enrollment in a particular program or major; or misalignment of revenue and costs in a particular college, department, program or major. Pursuant to KRS 164.360(6)(b) the process shall require that no faculty member is removed until after thirty (30) days notice in writing, stating the reason for removal, and after an opportunity has been given to the faculty member to respond before the board by counsel or otherwise and to introduce testimony which shall be heard and determined by the Board as set forth in the Procedures attached and incorporated herein as Appendix A.",
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            "text": "As stated in House Bill 250, subparagraph 2 of Section 1(g), “The process shall ensure a consistently high level of employee performance and shall include, but not be limited to, assessments by peers, students, and administrators. In addition to evaluating an employee’s effectiveness, growth, accomplishments, and skills, the process shall be used to identify deficiencies and ineffectiveness and redirect employee efforts to improve or increase productivity. The process shall be used as a basis for decisions on continued employment, promotion, salary increases, tenure, and maintenance of tenure; . . .the review process for tenured faculty shall include an evaluation of teaching effectiveness, research body of work, overall commitment to the mission of the university, and other criteria determined by the board and the council.”",
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