Given the size of the pool little variation in merit increments can be expected. Upon returning to the faculty after two or more years of service, Deans will be released from one course for one semester to provide any needed assistance to the new Dean and prepare for the added courses they must teach. Deans who step down prior to the end of the fiscal year revert to faculty status and their nine-month faculty salaries. They could thus be without summer income unless they have arranged to teach summer courses. The Dean s administrative evaluation is conducted annually by the Provost, using a process that includes the participation of faculty and may include peer administrators.
Evaluation is primarily formative and is seen as an opportunity to review concerns and support.
Unless circumstances dictate otherwise or a dean is an outside hire, Deans faculty evaluations are based on their latest 3 years of full-time teaching prior to assuming the deanship. Student evaluation ratings must be submitted and reported each year, owing to post-tenure review policy, to which Deans are subject. Candidates for the position are to meet with the search committee, school members, and members of the President s Cabinet, ordinarily in groups, and with the Provost and President individually. The chair of the committee is to ensure that the candidates are asked the same set of questions during the committee interview, that rating sheets or other means of collecting impressions from the committee and school faculty are used and filed, and that impressions of cabinet members are sought at least informally. The search committee is to make its recommendations to the Provost, who will in turn recommend a candidate to the President.