A faculty member at a college or university is a unique individual, a teacher/scholar/librarian capable of making contributions to the students, the university, the profession, and the community. A college or university faculty member continues to grow and to develop while imparting to students both knowledge and the means of gaining knowledge. A university has an obligation to provide opportunities for professional development for its faculty members, so that the faculty can maintain its effectiveness in pursuit of this goal.

A faculty evaluation system provides a mechanism to assess the faculty member's effectiveness as a teacher and in other areas of responsibility. It also serves to encourage growth and development in areas related to specific professional duties. The Comprehensive Evaluation System serves as the basis for taking personnel actions such as renewal of contract for probationary faculty, granting of tenure and promotion, giving special awards or merit-based salary increases, or recommending measures to address problem areas. A Professional Development Plan, recorded on Form PDP/DEA-1, is prepared as a guide for annual activities. Assessment and evaluation are then based on this plan and on the curriculum vitae and optional documentation. This system applies to any full-time employee with faculty status and any salaried part-time faculty member.

Three broad purposes of the system are: 1) Providing feedback to faculty members on performance; 2) Providing a workable and efficient mechanism for evaluating faculty; and 3) Ensuring fairness in the evaluation process. These purposes guide the use and administration of the system. The purposes of the comprehensive evaluation system for assessment of faculty performance shall be:

The following statements reflect specific performance and procedural goals as they relate to the Comprehensive Evaluation System. The following goals shall enable the University to fulfill the purpose of the Comprehensive Evaluation System:

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