Annual Review of Non-tenure Track Faculty
1. All non-tenure-track faculty members, except adjunct faculty, will be evaluated annually. It is the responsibility of the dean to ensure that annual reviews of faculty are conducted. If the review period coincides with approved leave, a comprehensive review for promotion, or appointment to an endowed position, the dean may approve a delay for up to one year from the regularly scheduled review date. In no case will review of a faculty member be waived.
2. Annual reviews will be conducted by the department chairs/vice chairs/division directors or equivalent with input from departmental faculty. In the School of Public Health, reviews will be conducted by a school-designated faculty committee. The review will include the chair/vice chair/division director or equivalent's evaluation of the faculty member, peer evaluations, and, for all faculty with teaching assignments, student/trainee evaluations. Records of the reviews will be retained by both the department/school and the faculty member per the Retention Schedule.
3. The review process will look back to evaluate accomplishments since the previous review period, assess whether goals previously identified were met, and assess problems encountered if goals were not met. The review process will also look forward to determine goals, expectations, and assignments, identify and resolve obstacles or conflicts to achieving goals and assignments, and determine appropriate resources needed to accomplish the goals and assignments.
4. The faculty member will submit a current curriculum vitae, a summary of professional accomplishments, and submit or arrange for the submission of teaching evaluations. The faculty member is encouraged to submit a summary of professional objectives, a proposed professional development plan and any additional appropriate material.
5. Goals and assignments will be determined in conjunction with the chair/vice chair/division director or equivalent and should be aligned with the university’s and school promotion and tenure criteria, and with the university and departmental/school missions. These goals and assignments should be documented in writing and agreed on by the faculty member and the chair/vice chair/division director or equivalent. Signatures of both the faculty member and the chair/vice chair/division director or equivalent will certify that a meeting was held in which the goals and assignments were discussed. If agreement between the faculty member and the chair/vice chair/division director or equivalent on the goals and assignments cannot be reached, the faculty member and/or chair/vice chair/division director or equivalent may document in writing the reason(s) for the non-agreement and seek input from the dean. The dean’s decision is final. Reviews must be completed no later than January 31st of the year after the year being reviewed. Any exceptions must be granted by the Chief Academic Officer upon a showing of a sufficient basis.
6. It is the faculty member's right and obligation to enter into the annual review process as an active participant to further career goals and to serve the university in a manner that optimally uses the faculty member’s skills and facilitates accomplishment of the university’s mission.
7. It is the responsibility of the chair/vice chair/division director or equivalent to mentor, or assure mentoring of, all faculty members within his or her department.