Procedures for Annual Evaluation

Tenure-leading probationary faculty members are on a tenure track, but not yet tenured; they have an appointment for a stated period of time, usually one year. For these persons, the annual evaluation provides information concerning the faculty member's progress toward promotion and tenure. Tenure-leading probationary faculty undergo a particularly rigorous evaluation that includes a determination of whether their performance is likely to meet expectations for the indefinite future. These faculty should be evaluated annually in this manner through their sixth year. The annual evaluation communicates areas of progress and strength, and alerts the faculty member to performance deficiencies at the earliest possible time. Any concerns held by the Department Chair or the Peer Review Committee regarding the faculty member's performance should be clearly stated in the written evaluation. The review will include specific recommendations for improvement and professional development that will enhance the faculty member's chances of eventually achieving promotion and tenure. The absence of negative evaluations does not guarantee the granting of tenure; annual evaluations should apprise probationary faculty members of performance deficiencies in time for them to take corrective action. Occasionally, these annual evaluation of the Chair may result in termination, and, where appropriate, terminal contracts; in these cases, notice shall be given in accord with the Board of Regents Bylaws, Section 2.3.2. The annual evaluation also provides the opportunity to consider changes in responsibilities that reflect the strengths of the individual and the needs of the Department and the College.