The administrator promptly shall discuss the complaint with the faculty member to determine if it has merit. If the complaint is determined to have merit, it may be made a part of the personnel file of the faculty member only after discussion with the faculty member. Such written comments by the faculty member shall be attached to the administrator's report in the personnel file. Accumulation of complaints without discussing them with the appropriate faculty member in order to use them as justification for lack of promotion or lack of salary improvement at a later time, is not permissible. If the complaint is determined to have merit, then a plan of action to correct the cause of the complaint shall be worked out jointly between the administrator and the faculty member.
Check points for a review of the situation are to be established at that time.
A record of these actions shall be maintained in the personnel file of the faculty member. If the faculty member is not satisfied with the plan of action proposed for the resolution of the student complaint, the faculty member may present the grievance to the Faculty Status and Grievance Committee. If the student is not satisfied with the proposed plan of action jointly worked out between the administrator and the faculty member, the student may go to the next higher administrative level for review. Policy Annual performance evaluations are required by the Board of Regents. Such evaluations should improve the contribution of each member of the faculty to the multiple missions of the department, College, Institute, and Regents as appropriate.