Annual performance evaluations for tenured, tenure-earning, clinical, and research faculty, based on the faculty member's record during the period April 1 of the past year to March 31 of the current year, are conducted by the department chair during the spring semester. The faculty member will submit her/his file as directed by the Chair.

1. The faculty member provides in a timely manner representative evidence to the chair regarding teaching, research or creative achievements, and service. The chair should invite written comments and suggestions on the faculty member's teaching, research or creative achievements, and service from tenured members of the department prior to the performance evaluation meeting with the faculty member.



2. The chair prepares a written evaluation of the faculty member's performance in the three areas of teaching, research or creative accomplishments, and service. The chair's written evaluation may also incorporate any comments and suggestions of other tenured faculty members in the department. The chair gives the written evaluation to the faculty member prior to the annual performance review discussion.



3. The chair meets with the faculty member by April 30 to discuss his or her performance and the evaluation by the chair. To assure that the review is a two-way experience, the chair gives the person being reviewed a full opportunity to discuss strengths and weaknesses, problems, and ways in which the department chair, or other colleagues, might be helpful in improving performance.



4. The faculty member may prepare a written response to the chair's written evaluation. The faculty member gives any such written response to the chair within one week after the performance review discussion.



5. After the annual performance evaluation meetings, the chair meets with the dean to discuss the evaluation and provides the dean with copies of the chair's statement and any written response by the faculty member to the chair.

The chair's written evaluation and any written responses that may be made by the individual become part of the faculty member's comprehensive file.

If a chair's evaluation reveals significant concerns about the performance of a tenured faculty member, the chair's statement may include a recommendation that the dean convene a review committee of tenured faculty in the department to consider possible action. Following three consecutive years of performance concerns, the chair's recommendation must include a recommendation for a special review by tenured faculty in the department.

Faculty members are expected to perform effectively in all appropriate teaching settings and situations. Students, colleagues, and administrators should have recognized the faculty member's diligence and dedication in a classroom, lecture hall, seminar, laboratory, clinic, or library, and when appropriate, effectiveness in directing the research and creative activities of undergraduate and/or graduate students. Criteria for judging effectiveness in teaching include but are not limited to the following: thorough knowledge of subject matter; imaginative, efficient, and rigorous methods of presenting course materials and evaluating learning; effectiveness in oral and written communication; active concern for students' advancement in the discipline, in the university, in the workplace, and in the community; ability to engender and nurture values of learning (e.g., curiosity, objectivity, enthusiasm, fairness, and critical thinking) in students; a record of producing students who, by virtue of effective teaching, achieve success throughout their university careers; and pedagogical diligence, dedication, versatility, generosity, and creativity.

The university encourages a broad spectrum of research and creative activity of the highest possible quality, from basic to applied, across the full range of academic disciplines. The university's commitment stems from its obligation to advance knowledge, to educate both undergraduate and graduate students, and to serve the economic and cultural needs of society. Criteria for judging effectiveness in research and creative accomplishments include but are not limited to the following: (1) the ability to publish research in peer-reviewed outlets or peer and/or professional recognition of the faculty member's scholarly and creative work, and (2) the contribution of the faculty member's research to knowledge or the contribution of the faculty member's creative work to the needs of society.

Evaluation of a faculty member's effectiveness in service is based upon both internal and external service activities. Internal service encompasses service to the faculty member's department and college as well as university-level activities. Internal service activities include but are not limited to the following: diligent service on departmental, college, or university committees; membership in the Faculty Senate and its committees; advising student clubs and organizations; and administrative assignments. Applicable external service encompasses service to the profession and to the public for the benefit of the university. External service activities include but are not limited to the following: activities in learned and professional societies; unremunerated services or consultation provided to business, government, cultural, educational, or health-care organizations; and service as an editor or referee for scholarly publications. Faculty members are also judged as to whether or not their collegial relationships contribute to the advancement of the college and university.