The collection of supportive materials pertinent to all such decisions will be the responsibility of the faculty member , except that the department personnel committees and chairs will collect supplementary confidential evaluation letters where required. An individual may grieve deviation from the board's or university's policies and procedures to the appropriate grievance committee. Procedures Annual Performance Evaluations Department chairs are responsible for conducting annual performance evaluations for all tenured and probationary faculty. The primary purpose of the evaluation should be to encourage the faculty member to establish goals for continued academic progress. Depending on the organizational structure of a unit, the unit's personnel committee or other peer evaluators may be involved, but it is the chair's responsibility to see that these evaluations are completed by April 30 for all tenured and probationary faculty.
Faculty members are to be informed of the essential content of the evaluations.
In years when merit money is available, such evaluations may be the basis on which merit adjustments are made. However, the evaluations should be conducted whether or not merit money will be available. Annual evaluations may also be cumulatively considered in tenure, promotion, termination, and release decisions. Also, when the record of performance is considered for tenure, the faculty member must meet the established criteria at a level of excellence. An individual may request a review of his or her performance evaluation to the next-higher administrative level above the person who made the initial performance recommendation.