Handbook of Operating Procedures

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 and/or division directors 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/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.

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/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/equivalent. Signatures of both the faculty member and the chair/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/equivalent on the goals and assignments cannot be reached, the faculty member and/or chair/equivalent may document in writing the reason(s) for the non-agreement and seek input from the dean. The dean’s decision is final.

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/equivalent to mentor, or assure mentoring of, all faculty members within their department.