E. Post-Tenure Evaluation Procedures: Evaluation By The Faculty Personnel Committee For Faculty In A Two-Year Post-Tenure Evaluation Cycle
1. If the tenured faculty member is a current department chair, then the VPAA/Dean of the Faculty, in consultation with the faculty member under evaluation, will appoint, by 15 January, a tenured faculty member to take the role of department chair for the evaluation.
2. By 1 February: The candidate 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 Evaluation
c. The Current Professional Statement of Goals and Accomplishments for this Evaluation in the areas of teaching, professional growth and development, and institutional service and leadership. In this statement, candidates should respond to the two-year plan developed to address the concerns identified in the previous evaluation. The purpose of the Professional Statement is to provide a self-reflective, evidence-based statement of the candidate’s accomplishments and goals. The Statement should be representative and selective, not exhaustive.
d. Materials reflecting effectiveness and accomplishments in the areas of teaching (including a sample of recent course syllabi), 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 Evaluation.
e. Most recent past application and report for sabbatical leave (if applicable)
3. The department chair makes at least two classroom observations during the spring semester.
4. The evaluation file includes the evaluation portfolio, letters from the department chair and VPAA/Dean of the Faculty from the most recent post-tenure evaluation by the Faculty Personnel Committee, the letter from the department chair from the current evaluation, and the candidate’s two-year plan from the most recent post-tenure evaluation by the Faculty Personnel Committee.
5. By 1 March: The department chair submits a letter to the VPAA/Dean of the Faculty evaluating the candidate’s performance in teaching, professional growth and development, and institutional service and leadership. The letter includes one of the following ratings, supported by evidence:
Recommend returning to the normal five-year review cycle
Recommend evaluation by the Faculty Personnel Committee in two years
6. Prior to submitting the letter, the department chair meets with the candidate after sharing an unsigned copy of the letter in order to allow the candidate to identify any factual errors for the department chair to correct.
7. The Faculty Personnel Committee conducts an evaluation during the spring semester. The committee discusses the evaluation file as a group. The VPAA/Dean of the Faculty is present to ask and answer questions and to provide an institutional perspective but does not make a recommendation based on performance criteria at this time.
8. The members of the Faculty Personnel Committee vote using secret ballot on a recommendation to the VPAA/Dean of the Faculty, each choosing one of the following ratings:
Recommend returning to the normal five-year review cycle
Recommend evaluation by the Faculty Personnel Committee in two years
9. The VPAA/Dean of the Faculty does not participate in this vote.
10.The Faculty Personnel Committee submits a written recommendation to the VPAA/Dean of the Faculty supported by the vote and evidence from the candidate’s evaluation file in the areas of teaching, professional growth and development, and institutional service and leadership. A record of the vote is included in this letter.
11.The VPAA/Dean of the Faculty meets with the Faculty Personnel Committee to discuss whether or not the committee’s recommendation will be supported.
12.The VPAA/Dean of the Faculty meets with the candidate to convey the outcome of the evaluation and the right to appeal.
a. If the decision is for the candidate to be evaluated by the Faculty Personnel Committee in two years, then the candidate, in cooperation with the VPAA/Dean of the Faculty (or designate) and department chair, develops a written two-year plan for addressing the concerns identified in this evaluation.
b. A copy of the plan will be included in the candidate’s evaluation file for the subsequent evaluation.