ADMINISTRATIVE
MEMORANDUM
VPAA 04-02
January 4, 2005
SUBJECT: Periodic Evaluation of Tenured Faculty Unit Employees
Consistent with the
provisions set forth in Section 15.29 of the Collective Bargaining Agreement
(CBA), and the overall mission of Humboldt State University, the purpose of the
HSU Policy on Periodic Evaluation of Tenured Faculty Unit Employees
("post-tenure review") is to provide a mechanism to evaluate tenured
faculty on their academic performance, and to make any adjustments (if
necessary) based on the evaluation in order to continue the longstanding HSU
tradition of excellence in teaching, service and scholarship. All provisions of the HSU Policy on Periodic
Evaluation of Tenured Faculty Unit Employees are intended to be consistent with
the agreement between the Board of Trustees and the CFA. The entire text of the relevant sections of
the CBA follows:
Periodic Evaluation of
Tenured Faculty Unit Employees
15.29 For the
purpose of maintaining and improving a tenured faculty unit employee’s
effectiveness, tenured faculty unit employees shall be subject to periodic
performance evaluations at intervals of no greater than five (5) years. Such periodic evaluations shall be conducted
by a peer review committee of the department or equivalent unit, and the
appropriate administrator. For those
with teaching responsibilities, consideration shall include student evaluations
of teaching performance.*
15.30 A tenured faculty unit employee shall be provided a copy of the peer
committee report of his/her periodic evaluation. The peer review committee chair and the
appropriate administrator shall meet with the tenured faculty unit employee to
discuss his/her strengths and weaknesses along with suggestions, if any, for
his/her improvement.
15.31 A copy of
the peer committee’s and the appropriate administrator’s summary reports shall
be placed in the tenured faculty unit employee’s Personnel Action File.
*University
policy requires that a minimum of two (2) classes of student evaluations per
academic year be included as evaluation materials in the review process.
Periodic Evaluation
Procedures
(1) All tenured faculty unit employees shall
undergo a periodic evaluation at least every five (5) years.
(2) Evaluation shall be conducted by a Peer
Review Committee in each department or equivalent unit, consisting of at least
three (3) tenured full-time faculty members and may consist of the initiating
unit’s personnel committee or a special committee elected for that purpose. When a member of the committee is being
evaluated, this member shall not serve on the committee during the evaluation
period. The committee shall elect its
own chair.
(3) The year before the periodic evaluation is
to be conducted, all eligible tenured faculty unit
employees shall receive notification from their dean of the upcoming
review. Each year the HSU Policy on
Periodic Evaluation of Tenured Faculty Unit Employees shall be distributed to
each tenured faculty unit employee due for review, and to those conducting the
evaluation.
(4) The
Peer Review Committee shall gather the following evaluative materials as
required and/or when considered appropriate or relevant:
(4.1) A list of accomplishments, provided by the
tenured faculty unit employee, since his/her last evaluation, or a current
curriculum vitae, demonstrating achievements relevant to the criteria for
retention, tenure, and promotion given in the Faculty Handbook, Appendix
J, Sections VIII and IX, and/or in the Library Manual, Appendix A, Specific
Performance Criteria for Evaluating Librarians;
(4.2) Anonymous written evaluations and comments by
students from at least two courses per academic year that are representative of
teaching faculty’s instructional responsibilities;
(4.3) Any written student
comments identified by name regarding professional performance of the tenured
faculty unit employee;
(4.4) Any written comments
from faculty and staff who may wish to comment on the performance of the
tenured faculty unit employee;
(4.5) Other written
submissions as appropriate for evaluating the teaching, scholarship, and/or
service of the tenured faculty unit employee.
(5) The Peer Review Committee shall, at the
completion of the periodic evaluation process, prepare a written statement of
the Committee’s findings along with a written rationale that specifies the
basis on which the statement was made.
(6) The
faculty member shall be provided with a copy of the Peer Review Committee’s
report of his/her evaluation. The
faculty member must be provided with a copy of the review report at each level
of evaluation at least five (5) days prior to the material being placed in the
Personnel Action File (15.29, 15.20, 11.4). At all levels of review, before
recommendations are forwarded to the subsequent review level, the faculty
member may submit a rebuttal statement or response in writing and/or request a
meeting to discuss the report within seven (7) days following receipt of the
report (15.5).
(7) The
chair of the Peer Review Committee shall meet with the faculty member to
discuss the evaluation.
(8) The
faculty member shall read and sign the periodic evaluation report indicating
that he/she has seen and understood its contents.
(9) The Peer Review Committee’s report shall
be forwarded to the appropriate administrator.
The appropriate administrator (dean or her/his designee) shall meet with
the faculty member to discuss the review and consider future goals of the
faculty member that may be considered at the subsequent review. The appropriate administrator shall write a
letter reflecting upon the meeting between the faculty and the appropriate
administrator, the Peer Review Committee’s report, the periodic evaluation file
and the Personnel Action File if appropriate.
(10) A copy of the Peer Review Committee’s
report, and the appropriate administrator’s letter, shall be placed in the
faculty member’s Personnel Action File.
Recommended by the Academic Senate
Approved by President Richmond
Approved by General Faculty vote