Departments and their respective schools/colleges are strongly encouraged to consider using these guidelines:
- Departments will develop a statement of criteria for annual compensation and comprehensive post-tenure reviews that is based upon the Department Mission Statement that is sensitive to strengths of individual faculty, and clearly tied to Faculty Development Plans. It is suggested that the five-year post-tenure review criteria be based on the department’s annual solid performer criteria. This statement and the procedures listed below will be sent to all department faculty and filed with the unit’s dean.
- Executive Committees will use Faculty Development Plans and appropriate supporting evidence in their annual reviews for compensation and comprehensive post-tenure reviews. These reviews will incorporate the progress made by a faculty member and the quality of his/her contributions in meeting the expectations outlined in the plan. Faculty will be rewarded accordingly.
- For annual reviews, each reviewed faculty member will be provided with a written statement of assessment and compensation recommendations. This statement will use the Faculty Development Plan as its basis.
- For annual reviews, chairs (or designee) will go over the written statement with each faculty member. The faculty member shall have the opportunity to provide additional written comments, which must be attached to the written statement.
- Annual written statements of review and confirmation of the personal interview will be placed in each faculty member’s personnel file in the school/college dean’s office.
- Department Chairs and Executive Committees are strongly encouraged to discuss developmental expectations with individual faculty members throughout the year.
- Department Executive Committees are strongly encouraged to pursue formal training in personnel evaluation.
- Campus administrators are strongly encouraged to work with faculty bodies to provide adequate financial support for faculty development activities.