CHAPTER THREE: 3320
EMPLOYMENT INFORMATION CONCERNING FACULTY AND STAFF
ANNUAL PERFORMANCE EVALUATIONS OF FACULTY MEMBERS
PERFORMANCE EVALUATION OF ACADEMIC ADMINISTRATORS
PREAMBLE: This section contains those policies and their attendant
procedures for those periodic reviews of performance that affect faculty members
and academic administrators. Policies concerning performance evaluation were
part of the original 1979 Handbook, but were completely rewritten in July 2002
and further refined in 2003. In July 2007 Form 1 underwent substantial revisions
to address enforcement and accountability issues in the UI promotion and tenure
process as well as align the form with the Strategic Action Plan. In January
2008 Form 1 was again revised to include a Disclosure of Conflicts statement to
comply with FSH 6240. In 2009 this section was again revised to reflect recent
changes to the faculty position description and evaluation forms to better
integrate faculty interdisciplinary activities. In July 2010 B was added and FSH
1420 E-6 was incorporated into D to consolidate the evaluation process into one
policy. In July 2014 changes were incorporated to ensure all faculty go through
a review by their peers. In January 2017 a temporary fix to this policy was put
in place to allow for a pilot narrative evaluation process for 2016 and ensure
that existing policy would apply. In November 2017 an emergency revision
(rewrite of the faculty section, not the administrator section) to this policy was put in place to address
new narrative evaluation process so as to be effective before the next
evaluation process. In July 2018 the words ďand goalsĒ to FSH 3320 A-1. e.
were added to encourage a discussion. In July 2019 section C. was completely
rewritten. Further information may be
obtained from the Provostís Office (208-885-6448). [ed. 7-03, rev. 7-07,
1-08, 7-09, 7-10, 7-14, 1-17, 11-17, 7-18]
A-1. PERFORMANCE EVALUATION. Annual evaluation of the performance of each member of the faculty is primarily the responsibility of the faculty member and unit administrator. The provost is responsible for preparing supplementary instructions each year, including the schedule for completion of the annual performance evaluation. Personnel on international assignment see FSH 3380 C. [rev. 7-03, 7-09, 7-14, ed. 7-10, 1-17]
a. Forms. The Annual Performance Evaluation
Form is available below. The form may not be altered without following the
appropriate governance process (see FSH 1460). The unit administrator is
responsible for ensuring that each faculty member uses the proper form together
with the supplementary instructions as provided by the Provost Office. [rev.
i. Performance that Meets or Exceeds Expectations
is at least satisfactory performance during the review period of a faculty
member relative to the position description.
c. Annual Report of Efforts and Accomplishments by Faculty Member. Each faculty member shall provide his or her unit administrator with the following materials in preparation for the annual performance evaluation:
(1) Current Curriculum Vitae
d. Evaluation of Faculty by Unit Administrators.
Unit administrators evaluate the faculty members in their unit. The performance
of each faculty member during the review period is judged on the basis of the
position description(s) in effect during that period. In the case of a faculty
member holding joint appointments and/or involved in interdisciplinary
activities, as described in the position description, in two or more academic or
administrative units, it is the responsibility of the administrator in the
faculty memberís primary academic discipline to solicit and consider relevant
information on job performance from other administrators with responsibility for
the faculty memberís work. [See also
3080 E-3.] [rev. 7-09,
(1) a copy of the individualís annual evaluation form [rev.
The unit administrator shall also include comments and
recommendations for the faculty memberís progress toward tenure, promotion or
continued satisfactory performance in the appropriate place on the annual
(1) the evaluation form with the complete narrative and the
comments and recommendations on progress towards tenure, promotion, and/or
continued satisfactory performance, and [rev. 7-09]
g. If the unit administrator fails to include
the required narrative and comments/recommendations, the college shall return the
materials to the unit administrator. [add. 7-09, rev. 7-10]
A-2. Relationship to Promotion and Tenure Process. The faculty annual performance evaluation is an administrative review. Annual evaluations are one component of the independent promotion and tenure process. See FSH 3520 and FSH 3560 for details on the promotion and tenure process.
B. FACULTY PERFORMANCE THAT DOES NOT MEET EXPECTATIONS. [add. 7-10]
B-1. If the unit administrator determines
that a faculty member is not meeting expectations, the unit administrator should
consider the reasons for and explanations of the performance (see FSH
3190). [ed. 7-09, rev. 7-10]
The intent of the meeting is to review:
a. the current position description and
revise it if necessary to address the issues identified during the discussion.
B-5. THREE OCCURRENCES WITHIN FIVE YEARS. In the event of three annual evaluations of ďdoes not meet expectationsĒ within a five-year period, either overall or within one or more areas of responsibility, the dean shall initiate a formal peer review. [rev. 7-09, ren. 7-10]
a. Composition of the Review Committee. The Review Committee shall consist of at least four (4) members, appointed as follows:
(1) The faculty member may submit to the unit administrator a
list of the names of three faculty members from within the unit and at least one
faculty member from outside of the unit. If the faculty member is tenured or on
the tenure track, faculty on the committee should be tenured faculty unless no
tenured faculty are available. The unit administrator shall appoint the
committee, including at least two names from the faculty memberís list.
b. Report and Timing. The committee report
includes the review and possible recommendation(s), and shall be completed
within sixty days of the annual evaluation.
(1) Updated Curriculum Vitae of the faculty member,
The faculty member may submit any additional information he or
she desires, and the committee may request additional materials as it deems
(1) continuing the status quo;
B-6. Non-Tenured Faculty. Pursuant to Regentís policy, non-tenured faculty do not have an expectation of contract renewal beyond that stated in FSH 3900 B-2, absent a specific written multi-year contract. The process set forth in FSH 3320 B does not require the University to renew a non-tenured faculty contract. The process set forth in FSH 3320 B shall not be required for a non-tenured faculty member who has been given notice of non-renewal.
C. ANNUAL PERFORMANCE EVALUATION AND REVIEW OF ADMINISTRATORS HOLDING FACULTY APPOINTMENTS. This policy applies to all administrators holding faculty appointments including, but not limited to, those reporting directly to the provost and deans. [complete revision of this section 7-19]
C-1. Annual Performance Evaluation of Administrators.
Each administrator holding an appointment as a faculty member shall complete a
position description pursuant to FSH 3050, and shall complete the annual
performance evaluation process described above. The performance evaluation shall
be conducted by the person to whom the administrator directly reports. The
evaluator shall seek input from the unit administrator of the unit in which the
administrator holds a faculty appointment regarding the evaluation of Teaching
and Advising, Scholarship and Creative Activities and Outreach and Extension to
the extent the administratorís position description includes expectations in
these areas. The evaluator shall also review the administratorís performance in
the area of University Service and Leadership. An administratorís annual
performance evaluation shall be completed using the Faculty Annual Performance
Evaluation form appended to this policy. The review shall state whether the
administrator met or did not meet expectations.
C-3. No Expectation of Continued Service.
Administrators do not have an expectation of continued service in their
administrative appointments. The President, Provost and/or Dean may determine at
any time that it is not in the best interest of the university, college or unit
that the administrator continue to serve in his or her administrative capacity.
a. A review under this sub-section shall be conducted by a three person committee appointed by the provost or dean composed of at least one individual in similar positions to the administrator as well as at least one tenured faculty member from the unit. The review shall focus on the administratorís performance of the responsibilities.
b. The committee shall consider the following information:
(1) Any report submitted by the administrator regarding their performance;
(2) Input from the administratorís supervisor regarding their performance;
(3) Input from the faculty and staff in the unit;
(4) Input from other constituencies that engage with the administrator.
c. The committee shall prepare a written report summarizing its findings and recommendations regarding the administratorís performance. This report shall be provided to the administrator. The administrator shall have the opportunity to respond to the committee report. The committee report, and any response, shall be forwarded to administratorís supervisor and the provost.
d. The supervisor and provost may provide further feedback and performance recommendations to the administrator based on the report.
e. Upon completion, the supervisor or provost shall notify the faculty and staff in the unit of the review.
D. SEQUENCE OF EVALUATION OF FACULTY MEMBERS AND ADMINISTRATORS. The provost prepares the schedule for completion of steps in the performance evaluation and salary determination process each year. The schedule will ensure that faculty membersí evaluations of unit or center administrators and assistant and associate deans have been received by the dean before the administratorsí recommendations on salary, promotion, and tenure are made known to the faculty and, similarly, that faculty membersí evaluations of deans have been received by the provost before the deansí recommendations on salary, promotion, and tenure are made known to the faculty. Likewise, the summaries of faculty evaluations of unit or center administrators, assistant and associate deans, and deans will be communicated to the persons evaluated after their recommendations on faculty salary, promotion, and tenure have been transmitted to the provost. [ren. & rev. 7-10]
Evaluation of Faculty and/or Administrators for the Calendar Year: