Faculty Personnel Policies
B3: Terms of Appointment: Contracts,
Evaluations, Salaries and Promotions
b: Performance Evaluation Procedure
The status of all continuing faculty members is reviewed every year
by the Status Committee, which recommends action to the President related
to salary increments, promotion in rank, and tenure. Appropriate
action is taken by the President, with approval by the Board of Trustees.
Annual performance evaluations of both tenured and non-tenured faculty
are conducted in January and February and cover teaching, scholarship,
advising, and service during the preceding calendar year. They comprise
the following steps (see Section B9 for procedures to be followed in
the cases of departmental chairpersons):
faculty member submits a self-assessment report to the departmental
chairperson. The report consists of the Service to Hope form
(available on the Provost’s Office website) and a narrative section
which includes a statement of professional goals for the following
tenure and promotion, student appraisals are required in designated
semesters. For this purpose, a faculty member must employ the
currently approved instrument for student evaluation of teaching, available
from the office of the divisional dean. All tenured faculty are
required to administer the approved instrument one semester every three
years in every course a faculty member is teaching that particular
semester. Department chairs or the individual faculty member may request
evaluation more frequently. Department chairs may use this data as
part of assessment of the faculty member’s teaching. Faculty
may choose to supplement the approved instrument data with data procured
from other self-designed or published instruments. Regardless
of the evaluative instruments selected, good data collection procedures
should be followed.
departmental chairperson schedules a conference with each faculty member
to discuss his/her self-assessment and goals.
departmental chairperson completes an initial written evaluation of
faculty members in the department.
departmental chairperson and divisional dean arrive at a mutually acceptable
statement for transmission, together with the Service to Hope form,
to the Status Committee. In the event that the two cannot reach
agreement, the dean will prepare a separate statement containing his/her
own analysis and recommendations and forward both statements to the Status
chairperson and dean provide the faculty member with an advance copy
of their statement(s) which serves as a basis for discussion of the
faculty member's major professional objectives for the following year. This
procedure will also allow for correction of inaccurate or unfair judgments,
if necessary. If a faculty person disagrees with any aspect of
what is finally submitted to the Status Committee, s/he is invited to
communicate directly with that Committee and the Provost.
Status Committee presents its recommendations to the President, who
makes the final decision. Recommendations of the Status Committee are
confidential, as are its deliberations.
Provost notifies all candidates promptly concerning the decisions reached.
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