Policies

C. Post-Tenure Review and Evaluation Procedures:Evaluation by the Faculty Personnel Committee Initiated by Department Chair or VPAA/Dean of the Faculty (or Designate)

C. Post-Tenure Review and Evaluation Procedures:Evaluation by the Faculty Personnel Committee Initiated by Department Chair or VPAA/Dean of the Faculty (or Designate)

Evaluation by the Faculty Personnel Committee Initiated by Department Chair or VPAA/Dean of the Faculty (or Designate)

  1. If the candidate for evaluation is a current Department Chair and a faculty member was not

already appointed to take the role of Department Chair for the five-year review, then the VPAA/Dean of the Faculty, in consultation with the candidate, will appoint a different tenured faculty member to take the role of Department Chair for the evaluation.

  1. By Feb 1: The candidate submits a complete portfolio. If the candidate has already submitted a portfolio in the fall semester for a five-year review, the candidate may add materials to the portfolio, which may include an addendum to the Professional Statement of Goals and Accomplishments.
  2. The Department Chair makes at least two classroom observations during the spring semester.
  3. If this evaluation is the result of a previous post-tenure evaluation by the Faculty Personnel Committee, then the evaluation file includes letters from the Department Chair and VPAA/Dean of the Faculty and the candidate’s two-year plan from the most recent post-tenure evaluation by the Faculty Personnel Committee.
  4. By Mar 1: The Department Chair submits a letter to the VPAA/Dean of the Faculty evaluating the candidate’s performance in teaching, professional growth and development, and institutional service and leadership. The letter includes one of the following ratings, supported by evidence:

Recommend returning to the normal five-year review cycle

Recommend evaluation by the Faculty Personnel Committee in two years

Prior to submitting the letter, the Department Chair meets with the candidate after sharing an unsigned copy of the letter in order to allow the candidate to identify any factual errors for the Department Chair to correct.

  1. The Faculty Personnel Committee conducts an evaluation during the spring semester. The committee discusses the evaluation file as a group. The VPAA/Dean of the Faculty is present to ask and answer questions and to provide an institutional perspective, but does not make a recommendation based on performance criteria at this time.
  2. The members of the Faculty Personnel Committee vote using secret ballot on a recommendation to the VPAA/Dean of the Faculty, each choosing one of the following ratings:

Recommend returning to the normal five-year review cycle

Recommend evaluation by the Faculty Personnel Committee in two years

The VPAA/Dean of the Faculty does not participate in this vote.

  1. The Faculty Personnel Committee submits a written recommendation to the VPAA/Dean of the Faculty supported by the vote and evidence from the candidate’s evaluation file in the areas of teaching, professional growth and development, and institutional service and leadership. A record of the vote is included in this letter.
  2. The VPAA/Dean of the Faculty meets with the Faculty Personnel Committee to discuss whether or not the committee’s recommendation will be supported.

10. The VPAA/Dean of the Faculty meets with the candidate to convey the outcome of the evaluation and the right to appeal. If the decision is for the candidate to be evaluated by the Faculty Personnel Committee in two years, then the candidate, in cooperation with the VPAA/Dean of the Faculty (or designate) and Department Chair, develops a written two-year plan for addressing the concerns identified in this evaluation. A copy of the plan will be included in the candidate’s evaluation file for the subsequent evaluation.