Policies

C. Post-Tenure Review Procedures: Five-Year Post-Tenure Review

1. Tenured faculty members are reviewed once every five years.
2. If a tenured faculty member is considered for promotion, then that evaluation by the Faculty Personnel Committee will substitute for the five-year review and reset the faculty member’s five-year cycle. 
3. If the tenured faculty member is a current department chair, then the VPAA/Dean of the Faculty, in consultation with the faculty member under review, will appoint by 15 September, a different tenured faculty member to take the role of department chair for the review.
4. The purpose of the post-tenure review is primarily developmental, as opposed to evaluative, providing an opportunity for the candidate to reflect on the last five years and to look forward to the next five years.
5. As part of the development, candidates engage in a conversation with their department chair and the VPAA/Dean of the Faculty (or designate) to discuss and explore the candidate’s reflection and plan.
6. By 1 September: The faculty member submits a portfolio containing the following items. The portfolio may not be modified after the submission deadline

   a. Updated curriculum vitae
   b. The Professional Statement of Goals and Accomplishments submitted in the most recent past Review or Evaluation
   c. Current Professional Statement of Goals and Accomplishments for this Review in the areas of teaching, professional growth and development, and institutional service and leadership. This self-reflective statement addresses goals from the previous review or evaluation and emphasizes looking ahead to the next five years. The typical Professional Statement of Goals and Accomplishments is 5-7 pages, single-spaced with 12-point font.
   d. Sample of course syllabi from the last six semesters
   e. Most recent past application and report for sabbatical leave (if applicable)
   f. Candidates may, but are not required to, include other materials reflecting effectiveness, accomplishments, and goals in the areas of teaching, professional growth and development, and institutional service and leadership. Materials included in the portfolio should be referenced as evidence and placed in context in the Professional Statement of Goals and Accomplishments. Evidence should be provided to address concerns raised in the previous Review and/or Evaluation

7. The department chair makes at least one classroom observation during the fall semester.
8. For the purposes of the five-year review, the tenured faculty member’s review file consists of the portfolio and student course evaluations from the past six semesters of teaching. If a Faculty Personnel Committee post-tenure evaluation occurred during the past five years, then the review file also includes letters from the department chair and VPAA/Dean of the Faculty from the most recent post-tenure evaluation by the Faculty Personnel Committee.
9. By 20 December: The faculty member meets with the department chair and VPAA/Dean of the Faculty (or designate) to discuss the review file and Professional Statement in the context of departmental and college goals and resources. The VPAA/Dean of the Faculty (or designate) writes a letter, to go into the tenured faculty member’s personnel file, indicating that this meeting occurred.
10. By 20 December: The department chair and/or VPAA/Dean of the Faculty (or designate) may initiate a formal evaluation by the Faculty Personnel Committee when the review file indicates that there are serious concerns about the tenured faculty member's performance in teaching, professional growth and development, or institutional service and leadership. In this case, the department chair and/or VPAA/Dean of the Faculty (or designate) writes a letter to Faculty Personnel Committee, to be included in the evaluation file, identifying the area(s) of concern.