Faculty are responsible for completing an accurate evaluation portfolio. We recommend faculty submit a detailed annual report that documents one’s activities and accomplishments throughout the past academic year.
Faculty in departments with ratified guidelines should utilize evaluation guidelines for more specific, guided instruction when performing job-related duties and completing annual evaluations. Guidelines help clarify the University Criteria set forth in Article 18.4.
If your department does not have approved guidelines, please see Article 9 of the CBA alongside this PowerPoint presentation for more information on developing department guidelines.
In general, annual evaluations for non-library faculty will comprise the following pieces of evidence:
Annual evaluations for library faculty report:
Ratings for all evaluations are as follows:
We encourage faculty to participate in peer/colleague observations during the faculty’s instructional time to support both annual evaluations and promotion & tenure dossiers. Peer assessment encourages collegiality and fosters constructive spaces for faculty to collectively improve pedagogical methods.
What counts as service may vary by college, department, and title. Generally, service comprises activities related to:
If a faculty member disagrees with any aspect of their chair/director’s assessment, the former has the right to discuss their concerns about the evaluation with the chair and to include a written response to be included in the personnel file with the evaluation. According to the CBA, faculty and the chair must sign the annual evaluation. We recommend you do not sign your annual evaluation until you have had ample time to review it completely and have addressed any and all concerns therein with your supervisor. If you have evidence to suggest that you have not been fairly evaluated (knowing that evaluations are judgments and are thus subjective) and your concerns have not been addressed by your supervisor, contact the union’s grievance officer.
Department chairs are required to submit a Progress Toward Tenure report for Assistant Professors (without tenure). This report is meant to serve as notice to the faculty member and to administration whether or not the faculty member is making adequate progress toward the department’s and the university’s tenure criteria. It is a non-binding document; adequate yearly progress toward tenure does not guarantee tenure upon application. When/if a faculty member receives an unfavorable Progress Toward Tenure report, they should address concerns with their department chair, seek guidance from peers and the Office of Faculty Enhancement, and use feedback to develop an improvement plan. Assistant Professors receive and sign a copy of this report on a yearly basis (generally at the same time as the annual review process).