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Click or tap here to enter the faculty assignment type. Click or tap here to enter the college. Click or tap here to enter the school. Click or tap here to enter the academic program.
Dear Click or tap here to enter the faculty's name.
In compliance with House Bill 250, Section 1(g), effective April 8, 2022, it is the chairperson and dean responsibility to evaluate termed faculty performance annually, and to prepare a written performance review, taking into consideration three categories: 1) Evidence of Quality Teaching Effectiveness; 2) Evidence of Quality Professional Growth and Scholarly Achievement; and, 3) Evidence of Quality Service and Community Contribution. In addition to evaluating faculty performance and productivity, the process shall be used to identify deficiencies and ineffectiveness and redirect faculty 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. All evaluations are conducted ethically, with recommendations and justifications based on relevant documented and verifiable information. It is also our responsibility to ensure that the performance standard evaluation recommendations are consistent with the goals and needs of the university and the areas within your scope of responsibility.
Click or tap here to enter text regarding what specific concerns the faculty, chairperson and dean have identified must be addressed in the faculty performance improvement plan.
Click or tap here to enter reasonable and measurable text specifying SMART objectives to address section one specific concerns as identified in either the letter of assessment and rubric, or subsequent consultation meetings with the candidate. The main objective of this section is to write appropriate and effective performance objectives using the SMART framework and understand performance elements. If the performance objectives adhere to the SMART framework, the candidate will know exactly what is expected of them, and chairs and deans will be able to accurately assess and rate the candidate performance at the end of the cycle. Performance objectives ensure alignment with, and support achievement of, the organization's mission, goals, and priorities. Performance objectives are an expression of what is expected of a faculty member. They go beyond a position description – they are link to the overall mission of the organization. Performance objectives are used to communicate the major responsibilities