8 Evaluation Of Faculty Article 15 - Evaluation 8.1.1 Evidence Article 15 - Evaluation 8.1.2 PAF and WPAF Article 15 - Evaluation 8.1.3 Dossiers Article 15 - Evaluation 8.1.4 Teaching Effectiveness Article 15 - Evaluation 9 Evaluation of Temporary Faculty Article 15 - Evaluation 10 Evaluation of Probationary Faculty Article 15 – Evaluation Article 13 – Probation and Tenure Article 14 - Promotion 11 Evaluation of Tenured Faculty Article 15 – Evaluation Article 14 - Promotion 12 Range Elevation (Lecturers) Article - 12.16-20 13 Leaving From and Returning to the University 13.1.3 Sabbatical Leaves Article 27 – Sabbatical Leaves 13.1.4 Difference in Pay Leaves Article 28 – Difference In Pay Leaves 13.1.5 Leaves Without Pay Article 22 - Leaves of Absence Without Pay 13.2 Resignations None 13.3 Retirement Benefits Article 32 - Benefits 13.4 Emeritus Status None 13.5 Reinstatement Rights and Rehiring None 14 Misbehavior Article 17 – Temporary Suspension Article 18 – Reprimands Article 19 – Disciplinary Action Procedure 15 Library Faculty Article 20 - Workload 16 Counselor Faculty Article 11 – Personnel Files Article 12 - Appointment Article 15 - Evaluation Article 16 – Non-Discrimination Article 20 - Workload
Unit 3 CBA Article CBA Article Title FPPP Corresponding Section 1 Recognition None 2 Definitions Definitions 3 Effect of Agreement None 4 Savings Clause None 5 Management Rights None 6 CFA’s Rights None 7 CFA Security None 8 Faculty Participation None 9 Concerted Activities None 10 Grievance Procedures Section 14.3 - Misbehavior 11 Personnel Files Section 7 – Personnel Action File Section 8.1-4 – Evidence (including dossiers) 12 Appointment Section 5 - Hiring 13 Probation and Tenure Section 10 – Evaluation of Probationary Faculty Section 11 – Evaluation of Tenured Faculty 14 Promotion Section 11– Evaluation of Tenured Faculty 15 Evaluation Section 8 – Evaluation of Faculty 16 Non-Discrimination Section 2 – Affirmative Action 17 Temporary Suspension Section 14 – University Responses to Faculty Misbehavior 18 Reprimands Section 14 – University Responses to Faculty Misbehavior 19 Disciplinary Action Procedure Section 14 – University Responses to Faculty Misbehavior 20 Workload Section 1 – Instructional Faculty, Responsibilities and Ethical Requirements 21 Summer Term Employment None 22 Leaves of Absence Without Pay Section 13.1.5 – Faculty Leaves Without Pay 23 Leaves of Absence With Pay Section 13 – Faculty Leaves 24 Sick Leave None 25 Professional Development Section 13 – Faculty Leaves 26 Fee Waiver None 27 Sabbatical Leaves Section 13.1.3 – Sabbatical Leaves 28 Difference In Pay Leaves Section 13.1.4 – Difference in Pay Leaves 29 Faculty Early Retirement Program None 30 Pre-Retirement Reduction in Time Base None 31 Salary None 32 Benefits None 33 Holidays None 34 Vacation None 35 Outside Employment None 36 Additional Employment None 37 Safety None
RATING The outcome of the process by which candidates for promotion are graded at all levels of evaluation in the categories of Instruction, Professional Growth and Achievement, and Other Contributions to the University. Recognized ratings are “inadequate,” “adequate,” “effective,” and “superior.” The use of hyphenated ratings (e.g., “effective-to-superior”) is NOT permissible. RECOMMENDATION The expression of the wish of a reviewer of any level as to the action being considered; an explicit indication of an action said to be justified on the basis of relevant criteria and evidence. REPORT A written discussion of evidence submitted as a basis for a personnel action, including description and judgmental conclusions arising from such evidence. RETENTION The decision or action to retain a probationary faculty unit employee, normally for one or two years during their probationary period following a performance review. REVIEW CYCLE The sequence of events involved in an evaluation or review conducted within a particular academic year. (See RTP Deadline Calendar.) RTP The retention, tenure, and promotion process, including periodic evaluations and performance reviews, for temporary faculty unit employees and tenure line faculty unit employees. RTP DEADLINE CALENDAR A calendar of deadlines for the submission of reports and recommendations from each Personnel Committee, Department Chair, and College Dean. It is provided by the Provost (or designee) by the beginning of each Fall semester (See Appendix III). SENIORITY POINTS An accumulation of credits based on service at the University from the beginning of continuous service. The rate of accumulation is 12 credits or points for a full year of full- time service or an appropriate proration for part-time service. These would be applied in the event of layoff of tenured faculty. SUBSEQUENT APPOINTMENT; SUBSEQUENT EMPLOYMENT
A specialized term to be used for the hiring of temporary faculty unit employees for additional periods of employment. TEMPORARY FACULTY UNIT EMPLOYEES Faculty with appointments with a specified termination date, whether full-time or part-time. TERMINAL YEAR (TERMINAL NOTICE YEAR) A final year granted to a probationary faculty member who has served more than two years of probation and has been denied retention or award of tenure. UNIVERSITY EMPLOYMENT STATUS FILE SUBDIVISION A file maintained in the University Personnel Office that contains records of such matters as payroll status, deductions, dependents for tax purposes, health and dental insurance, retirement benefits, etc. WORKING PERSONNEL ACTION FILE (WPAF) The personnel action file (PAF) and dossier are combined during the time of evaluation to create the WPAF. The working personnel action file is the file specifically generated for use in a given evaluation cycle. It includes all required forms and documents, all information specifically provided by the employee (dossier) being evaluated, and information provided by faculty unit employees, students, and academic administrators. It also includes all faculty and administrative level evaluation recommendations from the current cycle, and all rebuttal statements and responses submitted. Because the PAF is part of the WPAF, all regulations regarding the PAF also pertain to the WPAF. 1.0 INSTRUCTIONAL FACULTY – RESPONSIBILITIES AND ETHICAL REQUIREMENTS 1.1 Assignments 1.1.1 The assignments of a faculty member may include instruction, instruction- related responsibilities, and other activity assignments and duties. 1.1.2 Instruction and instruction-related responsibilities may include, but shall not be limited to, instruction; office hours; student advising, including registration and student orientation; service on systemwide and campus committees or task forces; field work; activities that foster relevant professional growth, such as research and creative activity; sponsorship of student groups; curriculum development; and community service relevant to the mission of the campus.
4.1.9 Personnel Committees – Composition of Committees – Additional Rules Regarding Department Personnel Committees 4.1.9.a A majority of members of a Department Personnel Committee shall come from within the Department, where possible, and be elected by the tenured and probationary faculty. 4.1.9.b Approved Department personnel policies shall state (1) the method by which committee members will be elected, (2) required sizes (within the limits stated herein), (3) committee quorum requirements, and (4) conflict of interest standards beyond those established elsewhere in this document. 4.1.10 Personnel Committees – Composition of Committees – Membership by Department Chairs 4.1.10.a Department Chairs may participate as members of the Department Personnel Committee when the committee is undertaking a periodic evaluation or a performance review. Such membership counts towards the committee’s required size. 4.1.10.b Department Chairs electing to serve as members of Department Personnel Committees must do so for all candidates undergoing a periodic evaluation or performance review during that personnel cycle. 4.1.10.c If the Department Chair serves on the Department committee, the committee’s report shall be considered a Department (or Department/Chair) report, and the Department Chair will not be considered a subsequent separate level of review. 4.1.10.d Upon the Department Chair’s request, the Department Committee may meet with the Department Chair to discuss personnel matters that are not part of the normal evaluation schedule. The main purpose of these meetings is to provide counsel to the Department Chair. 4.1.11 Personnel Committees – Composition of Committees – Additional Rules Regarding College Personnel Committees 4.1.11.a College Personnel Committees shall be composed entirely of Professors. 4.1.11.b A majority of members of the College Personnel Committee shall come from within the College. College Personnel Committees shall have at least one representative from each Department within the College. 4.1.11.c In the case of a College or school that has fewer than two subdivisions, the College may consist of three or more faculty unit employees from
closely aligned disciplines outside the unit. 4.1.11.d If a College wishes to have a College Personnel Committee whose membership (1) is greater than one representative from each Department, and/or (2) includes faculty unit employees drawn from closely aligned disciplines elsewhere on campus, then the College must put into writing its policy for College Personnel Committee membership. Personnel Committees – Procedures Each Personnel Committee and subcommittee shall elect a chair and a secretary. The chair shall call and preside at meetings and carry out other appropriate duties. The secretary shall keep minutes. These minutes shall indicate time, place, and date of meetings; members present; and any action(s) taken. No minutes on details of the committee’s discussion or deliberations shall be taken. The secretary will also carry out other appropriate duties, as determined by the committee. Personnel Committee members shall read carefully and thoroughly the files of all candidates under consideration by the committee and shall attend all meetings and deliberations of the committee. If a committee member is absent from a meeting, he/she shall either be replaced on the committee or shall review with the other committee members the deliberations that were missed. As part of the confidentiality rules, no Personnel Committee shall discuss its report or take any action when people who are not members of the Personnel Committee are present. 5.0 HIRING 5.0.1 Each new faculty unit employee shall be provided no later than 14 days after the semester with written notification of the evaluation criteria and procedures in effect at the time of his/her initial appointment. In addition, pursuant to Articles 12.2 and 15.3 of the CBA, the faculty unit employee shall be advised of any changes to those criteria and procedures prior to the commencement of the evaluation process. 5.1 Hiring – Tenure Track (Probationary) Faculty 5.1.1 Hiring – Tenure Track (Probationary) Faculty – Basics 5.1.1.a A probationary appointment is one made to a position that, upon successful annual periodic evaluations and performance reviews, may lead to the award of tenure. The initial probationary appointment normally will be for two years. The normal probationary period is six
5.1.3.b.1 That the department peer review recommendations shall be determined by a simple majority vote, 5.1.3.b.2 The procedure for determining the recommendation shall include a vote of all regular and auxiliary faculty who meet conditions set forth in the Department/Unit personnel policies. Regular and auxiliary faculty are defined in Section 3, Article III of the Constitution of the Faculty. All faculty voting on an appointment Recommendation must be provided with access to applicant materials as required by the position announcement. 5.1.3.b.3 If a Department/Unit includes separate subunits, such as programs, options or areas of concentration, defined in its Department/Unit constitution, and its personnel policies give a subunit the authority to determine the Department/Unit recommendation for appointments to that subunit, all regular and auxiliary faculty in the subunit shall be eligible to vote on the recommendation. The Department/Unit shall determine which faculty are members of the subunit for this purpose. Whether there are any participation requirements for the right to vote (e.g., attendance at candidate presentations), and the process by which all eligible voting faculty will have a reasonable opportunity to meet any participation requirements. 5.1.3.c Internal applicants shall not participate in the hiring decisions related to recruitment or selection process, and shall not have access to other applicants’ application materials. 5.1.3.d A new Search Committee shall be formed for each new search. The purpose of the Search Committee is to assist in the recruitment of applicants, review applicant materials, and make an appointment recommendation to the Department. 5.1.3.e The Department Search Committee shall be composed of a minimum of three department faculty members elected in a manner specified in the Department’s personnel policy plus, when possible, the Department Chair.
cycle, the reports and recommendations for both transactions shall be contained in the same WPAF. 8.0.5 No one may participate in the process of his/her own evaluation or review. Evaluation of Faculty – Evidence 8.1.1 Evaluation of Faculty – Evidence – General Considerations Every reasonable effort shall be made pursuant to these policies to develop for the WPAF a complete evidentiary data base for recommendations and decisions. Department standards should serve as a guide to candidates and evaluators regarding the inclusion of appropriate evidentiary materials in the WPAF. The chair of the Department Personnel Committee has the primary responsibility to see that the WPAF includes all materials necessary for responsible recommendations and decisions by each level of review, as such recommendations and decisions must be based exclusively upon those materials (see below). On top of this standard, the Department should assist the candidate in making certain that the WPAF accurately reflects the full performance record for the evaluation period. Ultimately, though, it is the candidate's responsibility to see that all materials favorable to retention, tenure, and/or promotion are included in the WPAF. Faculty members, students, academic administrators, and the President may submit material and information relevant to the evaluation of a faculty member, but only tenured full-time faculty and academic administrators may engage in deliberations and make recommendations to the President regarding the evaluation of a faculty member. Evaluation by students shall be used in retention, tenure, promotion, promotion ranking, teaching performance, and leaves reviews. Per CBA Article 15.14, “When classroom visits are utilized as part of the evaluation of a faculty unit employee under this Article, the individual faculty unit employee being evaluated shall be provided a notice of at least five (5) days that a classroom visit, online observation, and/or review of online content is to take place. There shall be consultation between the faculty member being evaluated and the individual who visits his/her class(es) regarding the classes to be visited and the scheduling of such visits.” The notice shall be provided to the candidate in writing.
Contribution to Strategic Plans and Goals of the Department, College, the Academic Plan of Academic Affairs, and University. While the material in the above described dossier sections will address much of a candidate’s performance relative to strategic plans and goals, the candidate should make sure that any additional evidence regarding performance towards these goals is included in the dossier. The candidate may wish to consider adding a statement that guides reviewers to the evidence in the dossier that relates to strategic plans and goals. 8.1.3.f See Section 9, 10, or 11, as appropriate, for additional details on recommended/required dossier contents for temporary, full-time temporary, or probationary faculty. 8.1.4 Evaluation of Faculty – Evidence – Teaching Effectiveness 8.1.4.a Evaluation of Faculty – Evidence – Teaching Effectiveness – Student Evaluation of Teaching 8.1.4.a.1 Student evaluations of teaching (SETs) serve two purposes: First, the evaluations provide a means of appraising the quality of teaching performance of faculty members; and second, the evaluations should help faculty members improve their teaching and assist in their general professional development. 8.1.4.a.2 Written or electronic student evaluations of teaching (SET) shall be required for all faculty unit employees who teach. All classes taught by each faculty unit employee with six or more enrolled students shall have such student evaluations. See CBA 15.15. 8.1.4.a.3 Each academic Department/Unit may draw up its own instruments and/or procedures subject to approval of the University Student Evaluation of Teaching (USET) Committee. Proposed Department/Unit instruments must include a satisfactory plan for analysis and evaluation of results and shall be submitted for USET Committee approval. 8.1.4.a.3.1 Probationary faculty may use the SET instrument under which their evaluations began for the duration of the probationary period for consistency in SET analysis. Probationary faculty making this choice will communicate it in writing to the College Dean for placement in the PAF, as well as the department chair.
performance review in the next academic year if any of the following pertain: (1) any level of evaluation recommends that a performance review be conducted in the following academic year, such a recommendation is made a part of the performance review in the current personnel cycle, and such recommendation is approved by the Provost; (2) the probationary faculty member requests in writing that a performance review take place, and such a request is made in a timely manner; (3) the probationary faculty member seeks a decision with respect to tenure/and or promotion in any academic year. 10.2 Evaluation of Probationary Faculty – Performance Reviews 10.2.1 For those probationary faculty with instructional assignments, student evaluations must be used (if available) with such other kinds of information the Department/Unit normally uses in assessing teaching effectiveness. It must also include consideration of professional growth and achievement and other service to the University. While a performance review will necessarily contain both developmental and judgmental components, the periodic evaluation should be primarily developmental in nature. It shall consider the faculty member's past performance and future plans in the areas of teaching effectiveness, professional growth, and service to the University. The probationary faculty member may meet with each level of evaluation participating in the periodic evaluation to discuss his/her strengths and weaknesses in these areas. The report issued by each level should summarize this discussion and include suggestions, if any, for the probationary faculty member's improvement in the areas of teaching effectiveness, professional growth, and service to the University. Normal Sequence of Periodic Evaluations Performance Reviews Probationary Year Type of Report Report Writers 1st Year Periodic Evaluation Dept. Personnel Committee * Department Chair ** College Dean 2nd Year Performance Review Dept. Personnel Committee * Department Chair ** College Personnel Committee College Dean President and/or Designee 3rd Year Periodic Evaluation Dept. Personnel Committee * Department Chair ** College Dean 4th Year Performance Review Dept. Personnel Committee * Department Chair **
the following reasons: 10.6.1.a Lack of the terminal degree was the only reason for denial of tenure and the terminal degree was granted prior to the completion of the terminal academic year. 10.6.1.b Denial of tenure was based on a fully-documented error or errors on the appraisal and review process. 10.6.1.c The faculty member has received a single honor from off campus that is professionally meritorious beyond question. 10.7 Evaluation of Probationary Faculty - Conducting Periodic Evaluations 10.7.1 Periodic Evaluations shall be conducted in the spring semester and shall be concluded, with copies delivered to the faculty member and the personnel action file, on or before the Friday immediately preceding final exams. 10.7.2 A written record of each level of the Periodic Evaluations shall be made with one copy from each level given to the probationary faculty member being evaluated before the evaluation moves to the next level and a final cumulative copy placed in the faculty member's PAF after the appropriate ten-day notice. 10.7.3 It bears repeating that probationary faculty granted service credit toward probation normally shall be subject to a periodic evaluation in the first probationary year. At the request of the Department/Unit, Department Chair, and/or the Dean, with the concurrence of the Provost, a probationary faculty member may be required to undergo a performance review during the first year of probationary status. The appointment letter shall include periodic evaluation or performance review criteria and first-year deadlines, as appropriate. 11.0 EVALUATION OF TENURED FACULTY 11.1 Evaluation of Tenured Faculty - Periodic Reviews for Promotion Tenured faculty (1) not eligible for an SSI or (2) having served four years at the same rank normally will be reviewed annually for promotion unless the individual requests in writing that the review not take place in a particular academic year. (See CBA, Article 14.3.) 11.2 Evaluation of Tenured Faculty - Periodic Evaluations of Tenured Faculty 11.2.1 Definition and Purpose 11.2.1.a For the purpose of maintaining and improving a tenured faculty member’s effectiveness, tenured faculty shall be subject to periodic
Articles 18 and 19 of the CBA. Where federal funds are involved, procedures must conform to regulations in the Federal Register (Federal Register Vol. 52 No. 126; Vol. 54 No. 151). Misbehavior – University Responses to Faculty Misbehavior The University’s responses to faculty misbehavior includes: Temporary Suspension (See CBA, Article 17) Reprimands (See CBA, Article 18) 14.2.1.c Disciplinary Actions (See CBA, Article 19) Misbehavior – Faculty Responses to University Misbehavior Faculty members may file a grievance(s) with respect to faculty status or contract compliance. The Faculty Grievance Procedure is detailed in Article 10 of the CBA. LIBRARY FACULTY Library Faculty– Departmental Status In matters pertaining to the retention, promotion, and tenure of library faculty unit employees, and the evaluation of part-time library faculty unit employees, the Library is considered to have the status of a Department of the University. In the submission of RTP recommendations, the Library will follow the schedule of dates recommended for Department Personnel Committees. Library Faculty– Sabbatical Leaves 15.2.1 A sabbatical leave for library faculty unit employees is a paid leave for which the compensation is full salary for four months. The salary for a Difference-in-Pay leave for a library faculty member shall be the difference between the library faculty member’s salary and the minimum salary of the assistant librarian rank at the comparable time base. 16.0 COUNSELOR FACULTY 16.0.1 This document clarifies the specific policy and procedural differences between Instructional Faculty and Counselor Faculty. In addition, this document specifies the intent and criteria that the Unit uses in the evaluation process with Counselor Faculty. 16.0.2 References to “teaching effectiveness” can generally be translated in the case of
VPSA. 16.5 Personnel Committees 16.5.1 In the case of Counselor Faculty, a Personnel Committee shall be established at the Department/Unit level. This shall be the single level of peer review. 16.5.2 Personnel Committee Structure (See Section 4.0) 16.5.2.a Department/Unit Personnel procedures shall be approved by the VPSA. 16.5.2.b The Director of the Unit shall not act as a member of the Personnel Committee. 16.5.3 Personnel Committee Eligibility (See Section 4.0) 16.5.3.a Counselor faculty on partial leave may serve as a member of the Personnel Committee in those cases where there are otherwise an insufficient number of qualified members in the unit. All members of the committee shall review all materials in the personnel action file and participate in all deliberations, regardless of leave status. 16.5.3.b The Director of the Unit shall not participate as a member of the Unit Personnel Committee. 16.5.4 Personnel Committee Operation (See Section 4.0) 16.5.4.a Affirmative Action compliance will be coordinated through liaison with the Student Affairs Affirmative Action Committee. 16.6 Appointment Policies for Probationary Faculty (See Section 5.1) Procedures for hiring probationary counselor faculty (SSP-AR) are defined in “Hiring Procedures for Counselors.” 16.6.1 The basic recommendations for appointing probationary faculty originate in the Department/Unit search committee. 16.6.2 Minimal criteria for appointment of counselor faculty differ from instructional faculty on the following points: 16.6.2.a Evidence of counseling effectiveness or measurement expertise—either potential or based on previous experience. 16.6.2.b Scholarly activity and/or creative achievement.