Faculty shall be evaluated on their teaching, research, and service performance for the calendar year using established discipline guidelines. This HB 250 mandate stipulates a performance review process that will include all tenured, tenure-track, and term faculty.
In reviewing all three areas of faculty performance (quality of teaching effectiveness, quality of professional development and scholarly achievement, and quality of service and community contribution), faculty appointments that are reassigned to the administration, library, research or extension will be evaluated according to their annual contracts and distribution of effort agreements. Faculty may include scholarly achievements from January to December in the professional growth and scholarly achievement category only.
Academic discipline areas may articulate expectations beyond the minimum to meet professional accrediting and/or certification criteria.
General Guidelines for Evaluations:
All evaluations are conducted ethically, with recommendations and justifications based on relevant documented and verifiable information.
Administrative reviewers (school chair, college dean, and provost) will ensure the performance standard evaluation recommendations are consistent with the goals and needs of the university, as well as the areas within their scope of responsibility.
The faculty member will have a dossier consultation with their chair by the First Friday in February.
Faculty must submit evidence of their teaching, research, and service performance in dossiers to their school chair by the Second Friday in February. The performance areas will contain 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.
The performance evaluation item ratings are scored as follows:
Exceeds Expectations (3)
Meets Expectations (2)
■ Needs Improvement (1)
Unsatisfactory (0)
Additionally, the school chair will collect information on the compliance of the faculty with the annual executed contract and include this information in the performance evaluation. Compliance infractions will require a faculty performance improvement plan and each category of noncompliance will result in a three-point reduction (-3) from the faculty member's performance assessment.