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7.5.1 Purpose of Faculty Evaluation Guidelines

Approved by Academic Council, Faculty, Administration

Evaluation should assist the faculty and administration to identify and encourage excellence in the faculty. The evaluation report should emphasize a positive approach by confirming areas of strong performance, indicating areas where performance is insufficient, and indicating areas where improvement should be achieved. A list of weaknesses by itself is insufficient to meet the intent of this policy. Further, the report and recommendations should reflect the person's current level of performance and note the improvement of prior weaknesses, if any, but should not depend or focus on deficiencies which have been consistently resolved in the judgment of the faculty. Such a positive approach will provide a basis for the long-term development of the faculty.

It is expected that candidates for promotions and tenure will have received timely comment on areas of weakness so that the candidate will have had an opportunity to develop a record of correction of such weaknesses. Unit guidelines should specify the process for providing timely comment and available assistance to candidates. The dean has the responsibility for oversight of this process.

Evaluation should determine the extent to which the work of an individual faculty member contributes to the mission of the University and the unit(s) of assignment. Therefore, it should be based on an explicit statement of expectations within the department, school, library, or college concerning the faculty member's workload, and evaluation reports and recommendations should follow approved criteria and procedures which specify how the various components of faculty work will be weighed in that unit. While evidence of high quality teaching, scholarly or artistic achievements, and relevant professional service must all be present for a favorable evaluation, the nature and weighting of these elements may differ from unit to unit because of diverse goals and circumstances.