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/Institutions/Cumberland-University/json/2017-2018/University-Policy.json

Policy > Human Resources > Faculty Policies > Evaluation of Faculty

Evaluation of Faculty

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Document Number: FacHR--116
Revision #: 2.0
Document Owner: VP of Academic Affairs
Date Last Updated: 06/10/2018
Primary Author: Director of Human Resources
Status: Approved
Date Originally Created: 01/19/2012
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General Description

Description:
Information about evaluation of faculty relative to HR policy.

Purpose:
Delineation of faculty HR policy.

Scope:
Faculty

Responsibility:
Director of Human Resources
Academic Affairs
VP for Academic Affairs
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Requirements

Relevant Knowledge: 
Current University policy
Federal statutes
State statutes

Terms and Definitions:
Additional training
Corrective Action
Loss of privilege, general
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Policy Provisions

1. Evaluation of Faculty

A University is an institution of higher education. The Faculty of the University are the facilitators of this and thus the backbone of the institution. Therefore, the ability of a University to perform, evolve, and develop academic distinction depends both on the individual accomplishments of each faculty member and on the combined accomplishments of the Faculty as a whole. Thus, the heights to which a University reaches in success and reputation depend upon the talents that exist among its faculty and how effectively those talents are marshaled to accomplish the mission of the academy. To attain and maintain high quality, a faculty evaluation system is essential. Properly administered, an evaluation system will encourage professional growth of individual faculty members, assure retention of those faculty members who demonstrate a high level of scholarship and academic performance, and permit appropriate recognition of achievement.

Cumberland University recognizes two categories of faculty; regular faculty and adjunct faculty. Regular faculty (hither forth referred to as Faculty) are those that are hired with the expectation of continued development toward the university mission and continuity in their employment at Cumberland University. Adjunct Faculty are those that are typically appointed for one academic year or less and may teach full-time or part-time with no expectation of continued employment. Although this document pertains primarily to Faculty, adjunct faculty will also be evaluated following the procedures outlined here within.

1.1 Evaluation Domains

The faculty evaluation process is designed to assist the institution in attracting promising faculty members, helping them reach their potential, retaining the outstanding, and rewarding their proficiency. Primary evaluation occurs via the School Deans and the Vice President for Academic Affairs, who make recommendations to the University President. The process has two distinct components.

1.1.1 Annual Evaluation

The annual evaluation provides, on a regular basis, an opportunity to judge the progress of a faculty member's performance during the past year and to develop goals and objectives of achievement for the future. Furthermore, it is the formal process underpinning a decision to renew or discontinue employment; it also forms the basis for any annual merit salary raises and other rewards. Cumulatively, the annual evaluations establish a continuous written record of expectations and performance that will encourage professional growth and provide support for promotion, multi-year contracts, merit awards and other recognition. The annual evaluation process helps develop the best match between the faculty member's expertise and the institutional mission.

1.1.2 Promotion in Rank Evaluation

Promotion in rank recognizes exemplary performance of a faculty member. The promotion in rank evaluation provides the opportunity to assess a faculty member's growth and performance since initial appointment or since the last promotion. The process is necessary to determine when promotion to a specific academic rank is warranted. A promotion portfolio must be submitted.

1.2 Evaluation Criteria

Faculty members are hired to accomplish objectives of specific academic units and are to be judged accordingly. Accomplishments of the faculty member are judged against these expectations.

Individuals will be evaluated according to national norms or performance of the faculty in an accredited post-baccalaureate institution. The norms relate to teaching, research or scholarship service: and because of the mission of the University, and commitment to mentoring and advising students. Particular faculty members will vary in the extent to which their responsibilities emphasize one or more parts of the University’s mission. Criteria against which individual faculty members are evaluated must reflect these dynamic assignments.

Initially, the School Dean or other University official responsible for hiring shall, in the approved letter of appointment, outline the general apportionment of the faculty member’s major responsibilities. The terms of this apportionment are to be reviewed periodically by the School Dean and faculty member. Within the terms of this general apportionment of responsibilities and subject to a faculty member's general area of competence, the details of a faculty member's specific assignments or job description should be subject to joint consultation, but are to be determined by the School Dean, unit administrator, or director concerned.

Adjustments in the expectations for faculty members may occur over time in keeping with changing institutional needs. Such adjustments shall occur in a timely fashion and with reasonable effort made to assure mutual understanding-- another aim of the annual evaluation process. It must be clear, however, that no special adjustments of norms for units or individuals shall alter the University's fundamental criteria: as articulated in paragraph one (1) of this section.

1.3 Annual Evaluations

1.3.1 Introduction

These evaluations provide faculty members with a written record of continuing expectations and accomplishments, an ongoing critique of strengths and weaknesses, and a set of base documents that support the annual distribution of performance-based salary adjustments (merit award) and other rewards. The primary purpose of these annual evaluations is to assist individual faculty members in developing their talents and expertise to the maximum extent possible and consistent with the role and mission of the University. The specific nature and purpose of a faculty member's annual review will vary, however, in accord with that faculty's type of appointment and rank. The following three elements should be included in every faculty’s annual evaluation documentation.

1. Student Evaluations – Appendix A (example of evaluation instrument).

2. Administrative Evaluation (via School Deans, Vice-President of Academic Affairs and University President) – Appendix B (examples of evaluation instruments for use by each school/unit and those common for entire university).

3. Annual Activity Report - Appendix C (example annual activity report template).

1.3.2 Mandatory Procedures

All administrative units (School Deans, Vice President for Academic Affairs, and University President) in implementing the annual evaluation process are required to follow these procedures.

1. Individual academic units shall maintain formal and informal mechanisms for communicating to faculty, particularly new faculty members, what constitutes creative, scholarly, or professional activity in their discipline.

2. At an appropriate time, the department chair/head or School Dean will ask each faculty member to submit a written record of activities during the previous calendar year directly to the supervising administrator, usually a chair/head, unit administrator, or Dean (due by May 15).

3. The supervising administrator must consult annually with the Faculty following submission of the Annual Activity Report and Student Evaluations to discuss the performance of the Faculty (by September 15).

4. The written evaluation of the Faculty should clearly indicate any serious concern the evaluating administrator has regarding the faculty member's performance. Through the annual evaluations of performance, faculty members should be apprised of deficiencies in time for them to take corrective action. The review will make recommendations for self-improvement and professional development which will enhance the faculty’s performance. This is also the appropriate time for the immediate supervisor to make commendations on the faculty’s accomplishments.

5. Faculty not holding the rank of Professor will meet annually with the School Dean or his/her designee to discuss the performance of the Faculty toward promotion in rank.

6. Prior to preparation of the final written evaluation, the faculty member under consideration will be given an opportunity to meet with the School Dean or designee to discuss the faculty member's performance.

7. A written evaluation of the faculty member's performance must be prepared by the supervising administrator. Where consultation with other faculty is required as part of the evaluation process, the written evaluation must incorporate these faculty views.

8. The written evaluation must be shared with the faculty member, and it shall be signed by the faculty member indicating that the person has seen the document. The faculty member's signature does not imply concurrence with the contents.

9. If the evaluation is disputed, and the dispute is not resolved, the faculty member has the right to submit a written statement of rebuttal that becomes part of the evaluation.

10. Copies of the written evaluation must be provided to the faculty member, the Vice President for Academic Affairs, and the Director of Human Resources.

11. Faculty shall have the right of access in order to respond to all material, including recommendations, synopses of discussions and the outcome of any vote used in annual evaluation. The faculty member shall also have the right to know the identity of anyone who reviews these materials and personnel file(s).

1.4 Academic Promotion

1.4.1 General Description

Promotion in rank is recognition of significant accomplishment in one’s professional career and confidence in continuing excellence. Promotion of a faculty is made solely on merit that is consistent with the University mission. Recommendation of faculty for promotion is a multi-step process that progresses from faculty application and portfolio that is submitted to the School Dean, external reviewers, and University Promotion Review Committee. If the School Dean sanctions the proposal to the Vice President for Academic Affairs, it will then be forwarded to the University President who makes the final decision. Promotions are made objectively, impartially, and equitably in accordance with the policies and procedures outlined below. These criteria represent the minimums that should be achieved. Each School and department may have their unique criteria that may augment these criteria. All School and department criteria must meet or exceed the policies as specified herein and must be made readily available to the faculty.

The following are academic titles commonly used at Cumberland University. In special cases other academic titles may be used.

Lecturer

•A lecturer should posses a master’s degree in the instructional discipline or a minimum of 18 graduate semester hours, from an accredited college or university. If the degree is outside of the teaching area, the school dean, Vice-President for Academic Affairs and University President must approve the appointment following accreditation guidelines.
•Faculty employed in a continuing part-time capacity at the University may be appointed to this rank and shall have training or experience which is of special value to the University or meet a special teaching need of the institution.
•It is the responsibility of the Lecturer to prepare and present course information which demonstrates sound and current scholarship and practice in the discipline and to utilize teaching strategies that will enhance student learning.
•The individual must demonstrate evidence of character and ability to work well within and complement the School or department. Committee assignment is not a usual expectation. The Lecturer should participate in positive interactions with students, Cumberland staff and faculty, and the community.

Instructor

•An instructor must possess a master’s degree (minimum requirement) in the instructional discipline or related area from an accredited college or university and/or significant experience that makes them appropriately credentialed to teach within the given area. If the degree is outside of the teaching area, the School Dean, Vice-President for Academic Affairs and University President must approve the appointment following accreditation guidelines.
•The individual must demonstrate the ability to respectfully work on tasks related to the faculty role in university governance, including committee assignments, and to work collaboratively on projects and tasks related to the department of appointment.
•Faculty employed in a continuing full-time capacity at the University may be appointed to this rank and shall have training or experience which is of special value to the University or meet a special teaching need of the institution.
•The individual must demonstrate the ability for pedagogy, scholarly activity and community service, both to the public and the university.
•Pedagogy: The individual’s teaching should reflect current sound practice and scholarship in the given discipline. Assessment should be a central part of teaching to ensure continued progression toward academic excellence. Teaching should be reflective to strengthen the learning of the students. Participation in student advising may be required.
•Scholarly Activities: Individuals are expected to participate in professional development activities to increase their expertise and effectiveness in teaching and their disciplinary area. Research or creative activities within one’s discipline are strongly encouraged.
•Engagement with students outside the classroom through focused activities, student organizations or clubs is strongly encouraged.
•Faculty are expected to serve on university committees as a positive force for academic excellence. Service to the university and the public as a representative of the university is strongly encouraged.
•Cultivation of professionalism in the areas of pedagogy, scholarly activity, and community service that are consistent with the faculty evaluation criteria is the responsibility of the faculty.
•The individual must demonstrate evidence of character and ability to work well within and complement the School or department.
•The individual must demonstrate evidence of character and ability to work well within and complement the school or department.

Assistant Professor
•The rank of assistant professor requires that a person shall hold an earned doctorate or other recognized terminal degree from an accredited college or university in a major appropriate to the teaching field. Exceptions may be granted according to the norms applicable to specific disciplines. If the degree is outside a faculty member’s discipline, the School Dean, and Vice President for Academic Affairs shall determine whether the degree is appropriate to the teaching field, a determination that is normally made at the time of appointment. At the option of the University President, appropriate administrative or professional work experience may be substituted for part of the teaching experience and/or formal education requirements following accreditation guidelines.
•Faculty employed in a continuing full-time capacity at the University may be appointed to this rank and shall have training or experience which is of special value to the University or meet a special teaching need of the institution.
•The individual must demonstrate ability in pedagogy, scholarly activity, and community service.
•Pedagogy: The individuals teaching should reflect current sound practice and scholarship in the given discipline. Assessment should be a central part of teaching to ensure continued progression toward academic excellence. Teaching should be reflective to strengthen the learning of the students. Participation in student advising is expected.
•Scholarly Activities: Individuals should maintain engagement with their academic area through participation in professional development opportunities, professional organizations, and other activities that present opportunities for expansion of one’s expertise and knowledge base. Research or Creative activities within ones discipline are strongly encouraged and expected to some degree.
•Engagement with students outside the classroom through focused activities, student organizations or clubs is strongly encouraged. Faculty are expected to serve on university committees as a positive force for academic excellence. Service to the university and the public as a representative of the university is strongly encouraged.
•Cultivation of professionalism in the areas of pedagogy, scholarly activity, and community service that are consistent with the faculty evaluation criteria is the responsibility of the faculty.
•The individual must demonstrate evidence of character and ability to work well within and complement the department.

Associate Professor
•The rank of associate professor requires that a person shall hold an earned doctorate or other recognized terminal degree from an accredited college or university in a major appropriate to the teaching field and a recommended minimum of six years of full time college teaching experience. Exceptions may be granted according to the norms applicable to specific disciplines. If the degree is outside a faculty member’s discipline, the School Dean, and Vice President for Academic Affairs shall determine whether the degree is appropriate to the teaching field, a determination that is normally made at the time of appointment. At the option of the University President, appropriate administrative or professional work experience may be substituted for part of the teaching experience and/or formal education requirements following accreditation guidelines.
•Faculty employed in a continuing full-time capacity at the University may be appointed to this rank and shall have training or experience which is of special value to the University or meet a special teaching need of the institution.
•The individual must demonstrate ability in pedagogy, scholarly activity, and community service.
•Pedagogy: The individual must have documented evidence of quality professional performance in instruction. The individual’s teaching should reflect current sound practice and scholarship in the given discipline. Assessment should be a central part of teaching to ensure continued progression toward academic excellence. Teaching should be reflective to strengthen the learning of the students. Participation in student advising is expected.
•Scholarly Activities: Evidence of sustained engagement within one’s academic area and evidence of initial contributions beyond graduate study in the area of expertise should be apparent. Individuals should maintain engagement with their academic area through participation in professional development opportunities, professional organizations, and other activities that present opportunities for expansion of one’s expertise and knowledge base. Research or creative activities within ones discipline are strongly encouraged and expected to some degree.
•Continued engagement with students outside the classroom through focused activities, student organizations or clubs is expected. Faculty are expected to serve on university committees as a positive force for academic excellence. Service to the university and the public as a representative of the university should be on going.
•Cultivation of professionalism in the areas of pedagogy, scholarly activity, and community service that are consistent with the faculty evaluation criteria is the responsibility of the faculty.
•The individual must demonstrate evidence of character and ability to work well within and complement the department. Faculty must also show evidence of a commitment to programs of study and students of the department, the School, and the University.

Professor
•The rank of professor requires that a person shall hold an earned doctorate or other recognized terminal degree from an accredited college or university in a major appropriate to the teaching field and a recommended minimum of ten years of full time college teaching experience. Exceptions may be granted according to the norms applicable to specific disciplines. If the degree is outside a faculty member’s discipline, the School Dean, and Vice President for Academic Affairs shall determine whether the degree is appropriate to the teaching field, a determination that is normally made at the time of appointment. At the option of the University President, appropriate administrative or professional work experience may be substituted for part of the teaching experience and/or formal education requirements following accreditation guidelines.
•Faculty employed in a continuing full-time capacity at the University may be appointed to this rank and shall have training or experience which is of special value to the University or meet a special teaching need of the institution.
•The individual must demonstrate ability in pedagogy, scholarly activity, and community service.
•Pedagogy: The individual must have documented evidence of quality professional performance and expertise in instruction. The individual’s teaching should reflect current sound practice and scholarship in the given discipline. Assessment should be a central part of teaching to ensure continued progression toward academic excellence. Teaching should be reflective to strengthen the learning of the students. Participation in student advising is expected.
•Scholarly Activities: Evidence of sustained engagement and expertise within one’s academic area and evidence of initial contributions beyond graduate study in the area of expertise should be apparent. Individuals should maintain engagement with their academic area through participation in professional development opportunities, professional organizations, and other activities that present opportunities for expansion of one’s expertise and knowledge base. Research or creative activities within ones discipline are strongly encouraged and expected to some degree.
•Continued engagement with students outside the classroom through focused activities, student organizations or clubs is expected. Faculty are expected to serve on university committees as a positive force for academic excellence. Service to the university and the public as a representative of the university should be ongoing.
•Cultivation of professionalism in the areas of pedagogy, scholarly activity, and community service that are consistent with the faculty evaluation criteria is the responsibility of the faculty.
•The individual must demonstrate evidence of character and ability to work well within and complement the department. Faculty must also show evidence of a commitment to programs of study and students of the department, the School, and the University.
•The individual must demonstrate evidence of character and ability to work well within and complement the department. Faculty must also show evidence of a commitment to programs of study and students of the department, the college, and the university.

Emeritus
 
Appointment to this status is by the Board of Trust upon the recommendation of the University President after consultation with the School Deans and Vice President for Academic Affairs.

1.4.2 Performance Criteria for Promotion

Faculty considered will be evaluated with reference to their performance in (1) teaching, (2) scholarly/creative activity, and (3) service candidates are expected to demonstrate excellence in two of the three areas.

The standards of excellence depend on the rank to which a faculty member seeks promotion. All faculty members are expected to demonstrate quality teaching and commitment to the students, department, School and University.


1.4.3 Teaching

Faculty members considered will be evaluated by the School Dean, University Promotion Review Committee and Vice President for Academic Affairs, who will make recommendations to the University President with respect to:

1. Teaching
2. Evidence of improvement in their courses and curriculum offerings.
3. Evidence of improvement in their instructional techniques, including integration of appropriate new instructional technologies into their courses.
4. Performance in the advisement of students.
5. Supervision of specialized instructional activities (student research, directed studies, internships, student teaching, etc).
6. Honors received and recognition for contributions to teaching.
7. Continued intellectual development within the field of specialization.
8. Efficiency in meeting the expectations of the University, School, department, and professional community.

Faculty members considered shall be evaluated by their students with respect to teaching.

1.4.4 Scholarship

1. Faculty should demonstrate their scholarly activity and creative work by documenting:

a. Participation in scholarly inquiry; published articles or presentations before one’s professional peers; monographs,research and other evidence of scholarly investigation.
b. Continued education in one’s field of expertise and study of current research in one’s area.
c. Efforts to seek internal and external funding for research or other scholarly activities.
d. Participation in the creation or creative performance of a body of work. Published work and exhibition of original work shall constitute documentation. Published programs or reviews of public performance or public display shall constitute documentation of performance of creative work.

2. Faculty will be evaluated by the School Dean, University Promotion Review Committee and Vice President for Academic Affairs with respect to the extent and quality of their participation in scholarly activities and/or creative work.

1.4.5 Service (University and Community)

1. Evaluation of service will be based on performance in three areas;
 

a. service to the community both local and professional as defined by the university’s mission;
b. service to the University, which includes serving on departmental, college, and/or university committees; and
c. work assignments that are beyond the usual and normal duties of a faculty.

2. Evaluation Criteria that are specific to the area of service will include the following:

a. Documentation of Faculty’s service to both the local and professional community and the university.

b. Seeking internal and external funding for public and professional activities.

1.5 Documentation

1. Candidates for promotion will submit a career portfolio that outlines the three areas mentioned above (Appendix C).
2. The School Dean, University Promotion Review Committee, External Reviewers, Vice-President for Academic Affairs and all others involved in the review process shall submit evaluation forms, letters of review, and other appropriate documentation.
3. Evaluations by students will also be included in the candidate’s file.

1.6 Evaluation and Procedures for Promotion

Faculty members are responsible for initiating the promotion process. Faculty will notify their School Dean of their intent to apply for promotion. The School Dean may make a recommendation based upon the faculty’s documented performance whether to proceed or postpone application. The faculty may proceed, regardless of this recommendation, and is responsible for submitting to the School Dean a letter of application, promotion portfolio, and appropriate supporting materials. Deadline for submission is September 15 (the Vice President for Academic Affairs will publish this date for all faculty each spring semester).

1. External reviewer(s), a recommended minimum of five, are suggested by the candidate in consultation with the School Dean, who will confirm the selection of the external reviewers with the Academic Vice-President. Based upon considerations of conflict of interest and availability the external reviewers recommended by the candidate may not serve as reviewers. After confirmation of a recommended five external reviewers by the Academic Vice-President, the School Dean will contact the external reviewers and forward all appropriate material.

It is the role of the external reviewer(s) to prepare an unbiased evaluation of the candidate’s accomplishments and to make note of the candidate’s significant achievements. External reviewers will prepare a letter of review for the School Dean that will be additionally submitted to the Vice-President for Academic Affairs and the University Promotion Review Committee. The external reviewer’s evaluation will be submitted by January 15.

1. School Review consists of an evaluation by the School Dean which takes into consideration the submitted documentation and external reviews. The Dean will, upon receiving a candidate’s application, forward a duplicate of this material to the University’s Promotion Review Committee, external reviewers and the Vice-President for Academic Affairs. In addition, the Dean will prepare a letter of recommendation after reviewing the candidate’s application file and external reviews, which will be submitted to the Vice President for Academic Affairs. The Dean’s letter of review will be made available formally in a consultation with the candidate by February 15.
2. The University Promotion Review Committee is composed of one faculty member from each School in the university, and where it is the case that a School contains broad and diverse fields of study, it is deemed necessary to represent each broad area. The candidate for promotion and/or the immediate supervisor/Dean of the candidate may not serve in their promotion review. In this case of other conflict of interest, the Vice President for Academic Affairs will appoint appropriate designees. After extensive assessment of a candidate’s portfolio and examining letters of review, a report will be prepared and a letter of recommendation will be submitted to the School Dean, Vice President for Academic Affairs, and the candidate for promotion. The University Promotion Review Committee will submit their report by March 15.
3. The Vice President for Academic Affairs will make an evaluation on a candidate’s promotion based upon the submitted portfolio, letters of review from the School Dean, University Promotion Review Committee, and the external reviewers, and any other submitted material. The Vice President for Academic Affairs will prepare a letter of review by April 15, which will be submitted to the University President and copied to the candidate.
4. The University President will take into advisement the evaluations forwarded by the Vice President for Academic Affairs. All promotion decisions will be made in accord with policy and procedure statements that are in effect at the time the candidate applies for promotion consideration.
5. The candidate for promotion may withdraw from the review process at any level without prejudice.
6. Faculty members who have been denied promotion may appeal the promotion decision by following the Grievance Procedure set forth in the Cumberland University Faculty Handbook.
7. Faculty members who have been denied promotion may reapply.

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Performance Evaluation

Performance Metrics:
Compliance with federal mandate

Consequences:
Further training
Loss of privileges
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Subject Experts

The following may be consulted for additional information.

VP for Academic Affairs

Director of Human Resources