conclusion of the conference, the administrator will record one rating for each category area. The faculty will be judged to have met, exceeded, or not met expectations (or failed to meet) in each of the three areas. An evaluation of failure to meet must be documented and must have an identifiable remedy in Form PDP/DEA-1 that is prepared for the coming year. Failure to meet expectations in one or more areas requires that the administrator establish a plan for monitoring progress toward the remedy. Failure to meet expectations will also be used to determine the retention of probationary faculty.

The final evaluation and the ratings from the Peer Reviewer Forms (PR-1 and PR-2), the Administrator Review Form (AR-1), and the Self-Evaluation Summary Form (SES-1) are summarized on the Administrative Tabulation, Form AT-1, and signed by both the faculty member and the administrator. A copy of this signed form is then placed in the faculty member's file. This summary is completed during or after the conference in September.

The unit administrator submits the Administrator Tabulation (Form AT-1 and AT-2), and the finalized Professional Development Plan (Form PDP/DEA-1) for each faculty and the Unit Faculty Evaluation Summary (Form AS-2) to his or her immediate supervising Administrator. That administrator (Dean or Provost/Vice President of Academic Affairs) may reject the recommendations of the unit administrator, but must submit clear explanation for the rejection. The unit administrator must then resubmit the evaluation or request a review. During the reevaluation, the rationale for the original evaluation being rejected must be presented to the faculty member.

The file is considered the property of the faculty member, but it shall be retained, with all the appropriate forms, in the unit office. The summary forms will be forwarded to the next level.

The Unit Administrator must retain review and tabulation forms for six years for non-tenured faculty and, once tenured, for five years. The policy concerning faculty members whose performance does not meet expectations may stipulate retention of documents for longer periods of time. However, once a problem has been corrected, the review and tabulation documents are to be destroyed after five years. This statement does not supersede any legal obligation to retain records.

Since the purposes of the Comprehensive Evaluation System are to provide the faculty member with feedback on various aspects of job performance for use in self-improvement and to provide a fair and standardized mechanism for personnel decisions, each faculty member has certain rights regarding the evaluation process. Except where limited by the Policy on Appointment, Rank,

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