PERIODIC REVIEW OF TENURED FACULTY-GUIDLINES
The Office of Human Resources has responsibility for ensuring a department's conformity to University policy on the periodic evaluation of tenured faculty. Should a question of interpretation arise, it shall be brought to the Faculty Affairs Committee, which retains jurisdiction over matters of policy and interpretation of policy, in the form of recommendations.
Individual members of the faculty would always be wise to examine appropriate portions of the University Manual and more general policy documents (in this case including the Memorandum of Understanding) to understand the content and the extent of rights and obligations arising under these procedures.
1. Purpose of Evaluation: To assist tenured faculty members to maintain or improve their teaching effectiveness.
2. Frequency of Evaluation of Instructional Performance: Tenured faculty shall be evaluated at intervals of no greater than five years. An evaluation for purposes of retention, tenure or promotion shall fulfill the requirement.
3. Each Academic Dean, as the appropriate administrator, is delegated the responsibility for monitoring the Periodic Review of Tenured Faculty process in his/her school and for ensuring that the reviews conducted by the faculty committees and department chairs are in compliance with the procedures contained in this policy.
a. Each faculty member subject to review shall be evaluated by an elected peer review committee consisting of at least three tenured full-time department faculty of equal or
greater rank. A department member scheduled for this evaluation may not serve on any periodic review of tenured faculty committee during the year in which he/she is subject to
b. The department chair shall not serve on nor meet with the peer review committee but will
conduct an independent review and submit a separate evaluation.
c. The department shall develop a schedule of those faculty to be reviewed, in what order
and in which year. d. State law and University policy guarantee to faculty the right of
confidentiality. Consequently, substantive deliberations having to do with periodic review
of post tenure faculty unit employees are open only to committee members.
e. The peer review committee and the department chair shall consider the following subject
matter in conducting the reviews:
1) Student evaluations taken since the last review of the faculty member's performance.
f. The faculty member being evaluated shall have the right to meet with the peer review
2) Signed, written statements from students, and other signed, written statements
concerning the faculty member's teaching effectiveness only if the faculty member has
been provided an exact copy of each statement at least five days before the review.
3) Material submitted by the faculty member being evaluated. This evidence may include,
but not be limited to, the following: Teaching materials Curriculum development
Participation in professional meetings Professional lectures, seminars, workshops
Consultant work Publications Leave activities
committee prior to the submission of the committee's report.
g. The faculty member being evaluated shall have the right to meet with the department
chair prior to submission of his/her evaluation.
h. The committee shall prepare a written, signed evaluation report containing an
assessment of the evidence. It shall provide a written copy of this report to the faculty
member at least five days before the custodian places it in the Personnel
i. The department chair shall prepare a written, signed evaluation report containing an
assessment of the evidence. He/she shall provide a written copy of this report to the
faculty member at least five days before the custodian places it in the Personnel Action
j. The department chair and the chair of the peer review committee shall meet with the
faculty member to discuss his/her strengths and weaknesses along with suggestions, if
any, for his/her improvement.
k. The evaluation statements shall be placed in the Personnel Action File. The faculty
member has the right to submit written rebuttals to them and these rebuttals shall also
be placed in the Personnel Action File.
l. The Academic Dean will not normally conduct an evaluation of tenured faculty under these
procedures. However, a faculty member may appeal the evaluations of the faculty
committee and/or the department chair by requesting, in writing, that the Dean conduct
an independent review.