ࡱ> lnk_ -bjbjCC .J)D\)D\% 2228jL,2LLL$"vL**"LLHPPPLPLPPP@vzVn|Pp0P#P#P#P LLPLLLLLPLLLLLLL#LLLLLLLLL > :  POLICY AND PROCEDURE Title: Faculty Evaluation Policy No.: ---- Department: Academic Affairs Contact: ---- POLICY All teaching and administrative Faculty shall be evaluated in writing at least once annually by supervisors or heads of administrative units. (NSHE code, 5.12.1). PROCEDURES All performance evaluations of untenured faculty shall include a rating of (i) excellent, (ii) commendable, (iii) satisfactory, or (iv) unsatisfactory. All performance evaluations of tenured faculty shall include a rating of (i) excellent, (ii) commendable, (iii) satisfactory, or (iv) unsatisfactory unless institutional bylaws require a rating of only (i) satisfactory or (ii) unsatisfactory. The areas of evaluation and procedures for evaluation of academic faculty and administrative faculty shall be established in Board policies and institutional bylaws. All performance evaluations shall include a narrative addressing each area of performance, and at least every three years a narrative addressing progress toward tenure and/or promotion, if applicable. The three year narrative progress assessment shall be prepared in consultation with the appropriate tenure review committee or promotion committee, if any. Evaluations of instructional faculty shall include an assessment incorporating teaching evaluations completed by their students. The areas of evaluation and procedures of evaluation of academic and administrative faculty performance are established here in accordance with NSHE policy. Academic Faculty. Academic faculty evaluations shall address Teaching, Professional, Service and Management roles. Each role will be assigned a weight by the faculty member, to be approved by their supervisor. Each role will include performance components which will be assigned weights by the faculty member, to be approved by their supervisor. The criteria for fulfilling role and component responsibilities shall be listed on the evaluation form. Each faculty member shall create a list of goals for the evaluation period. Each faculty shall reflect on the achievement of goals established for at the end of the evaluation period. The role and component weight ranges, goals and reflections shall be listed on the evaluation form. Non-Tenured Tenure Track Faculty In addition to the evaluation procedures for Academic Faculty, Non-Tenured Tenure Track Faculty will adhere to the evaluation procedures as outlined in the 鶹ӰԺ Tenure Policy, 3.60. Role and component weights will be assigned, and goals for the evaluation period will be created by faculty and submitted for approval by supervisors by October 1 of each academic year. (SUPEVISOR RESPONSE DEADLINE HERE) Supervisors may, with cause and in consultation with faculty members, suggest changes to weights, roles and goals submitted by faculty. In the event of a disagreement regarding weights, roles and goals, an appeals process shall be in place. (Develop a simple appeals process which requires some documented justification for change from supervisor and some documented justification for faculty members original submission. Review by members of Evaluation committee and senate chair?) For the completion of each evaluation role component for the evaluation period, faculty must provide documentation supporting commendable or excellent ratings. Annual Performance of Tenured Faculty. In accordance with Section 5.13.1 of the NSHE Code, it is the policy of 鶹ӰԺ to expect the continued commitment of its faculty to excellence after the granting of appointments with tenure as defined in Section 5.11 of NSHE Code. Tenured faculty will be encouraged to realize the academic communitys expectations to such excellence in their future services and performance. If the annual performance evaluations result in a tenured faculty member receiving an overall unsatisfactory rating for two consecutive years, a hearing shall be held for the purpose of determining if the tenured faculty member should be retained in employment. Evaluation Outcomes Academic Faculty who receive a less than satisfactory or unsatisfactory in the teaching role of the evaluation may can receive no more than a satisfactory overall rating. In this event, faculty will be required to participate in a mentoring program. The mentoring program for this purpose will follow the policy and procedure for earning tenure outlined in the 鶹ӰԺ Tenure Policy, 3.60. The purpose of the mentoring process is to return the faculty members performance in the teaching role to the satisfactory level or above. An overall less than satisfactory or unsatisfactory rating in two consecutive annual performance evaluations shall be cause for termination of employment. Hearing to consider terminations initiated by this section shall be held by a special hearing officer and special hearing committee under Section 6.12 of the NSHE Code. Notwithstanding the provisions of Subsections 6.12.4, 6.13.1 and 6.14.2 of the NSHE Code, the only option for recommendations or decisions upon the completion of the hearing or appeal process is the continuation or termination of employment of the tenured faculty member. If, after the hearing or appeal process is completed, the decision is made to continue the tenured faculty member's employment, the annual performance evaluations which initiated the hearing shall be revised to eliminate the unsatisfactory ratings. The burden of demonstrating that termination of employment should occur lies with the administrative authorities of the System institution. Administrative Faculty. INSERT CURRENT ADMINISTRATIVE EVALUATION PROCEDURE Review of Evaluations. Faculty evaluation forms will be completed by the first Friday following Commencement Ceremonies of each academic year. Supervisors will complete and respond to the evaluations by (DATE/TIMELINE.) Adjustment of Evaluations. Supervisors, in consultation with faculty members and with documented cause, may raise or lower evaluation numbers within a role. Supervisor may raise a score to the lowest point in the next highest category or lower a score to the highest point in the next lowest category. Adverse Evaluation. In the event a faculty member receives an adverse annual evaluation, a review of the evaluation will be provided in accordance with Section 5.16 of the NSHE Code. Review of Evaluations and/or Denial of Salary Increase. (NSHE Code 5.16) Review of evaluations which result in the denial of merit award or salary increase shall be conducted in accordance with NSHE Code 5.16. Each institution and the System Office shall adopt, in their respective bylaws, a procedure for review of a faculty members adverse annual evaluation rating and a procedure to review denial of a salary increase. In connection with review of merit pay, denial of a salary increase means review of the step or level of merit at those institutions that award a standard amount of merit pay based on a certain step or level. The procedure adopted must include at least one of the following review processes: a. Reconsideration pursuant to the NSHE Code, Section 5.2 (except that the supervisor is not required to state reasons for an adverse annual evaluation under Section 5.2.3 if the reasons for the evaluation are stated in the evaluation); Rev. 268 (12/15) Title 2, Chapter 5, Page 31 b. Grievance pursuant to the NSHE Code, Section 5.7; c. Peer review pursuant to Title 4, Chapter 3, Section 4(5); or d. Any other similar review procedure that provides reasonable opportunity to challenge an adverse annual evaluation or denial of a salary increase. The result of any review procedure must be in the form of a recommendation to the president for a final decision (or in the case of the System Office, to the chancellor), except that if the bylaws authorize a grievance, peer review, or other similar review procedure and also authorize reconsideration, then the bylaws may provide that the request for reconsideration terminates at a level below the President (or chancellor), such as at the Provost, Executive Vice President, Academic Vice President or dean level. In the event the bylaws provide for more than one review process, the bylaws may also specify an order in which the procedures are initiated. In addition to the procedure for review adopted in the bylaws, the faculty member also has the right to submit a rejoinder as specified in Title 4, Chapter 3, Section 4(5). If a merit pay determination is directly tied to the outcome of a faculty members evaluation review, then the bylaws shall provide that the same process is followed for both the evaluation review and the merit pay determination. Regardless of the review procedure, the process for the president to adopt or reject the recommendation regarding an annual evaluation shall be the same as that specified for peer evaluations in Title 4, Chapter 3, Section 4(5). In the event the bylaws fail to specify a procedure for review of an adverse annual evaluation rating or denial of merit, the faculty member will have the right to pursue reconsideration and a grievance, in addition to submitting a written rejoinder. Presidents Responsibility. After the completion of the annual performance evaluations provided for in Section 5.11 of the NSHE Code, the presidents shall submit an annual report to the Board of Regents detailing the process and outcomes of the annual performance evaluations.         !#$-@LR_cs~ƱpfTE9hJCJOJQJaJhJ5>*CJOJQJaJ"h]:hJ5>*CJOJQJaJhJOJQJ^Jh6^hJCJOJQJaJ(hphJ5B*CJOJQJaJphhJ5CJOJQJaJh6^hJ5CJOJQJaJ(h$hJ5B*CJOJQJaJph(h$hJ5B*CJOJQJaJphhJhJ5B*ph hJ5#jh_P,h_P,5UmHnHu $%ATt/ 0 1 < = h i 1$gd;sgdJ1$gdJ &dPgdJ $dNgdJgdJ ^`gdJ  . / 0 1 ; = h i ͭteteteREhHj>*CJOJQJaJ%hHjhJB*CJOJQJaJphh"*hJCJOJQJaJh"*hHjCJOJQJaJhHjh hCJOJQJaJh"*h hCJOJQJaJhJCJOJQJaJhJ5>*CJOJQJaJ!h"*hJB*OJQJ^JphhJhJOJQJ^JhJOJQJ^Jh hOJQJ^J!h"*h hB*OJQJ^Jph$8=cghV_pq ˿˳㛧׿}㛧q_" *h,xh,x>*CJOJQJaJh,xCJOJQJaJh"*h9]CJOJQJaJh"*hHjCJOJQJaJh7vCJOJQJaJh;sCJOJQJaJhoQCJOJQJaJh.CJOJQJaJhJCJOJQJaJhHjCJOJQJaJh9]CJOJQJaJhJhJ>*CJOJQJaJ  %&NO1$gdar1$gd9]1$gdu1$gdJ1$gd;s  2I[e{|ǻǻǻs^Ns>h;Phu6CJOJQJaJh,xB*CJOJQJaJph( *h4h,xB*CJOJQJaJphh"*huCJOJQJaJhu5CJOJQJaJ+h;Ph.56B* CJOJQJaJph+h;Ph$56B* CJOJQJaJphh$CJOJQJaJh.CJOJQJaJh,xCJOJQJaJ *h,xh,xCJOJQJaJ *h,xhHjCJOJQJaJEF%&LO ٮ}q}bV}F:h$CJOJQJaJh"*h$>*CJOJQJaJh.CJOJQJaJh7h7CJOJQJaJhYCJOJQJaJh3+CJOJQJaJh7>*CJOJQJaJh7CJOJQJaJh9]CJOJQJaJ(h;Phu6B*CJOJQJaJph+ *hf$sh;P6B*CJOJQJaJph+ *hf$sh'6B*CJOJQJaJphh;Ph'6CJOJQJaJQTUX'9:~ҳvgv[vNAh~j>*䴳ϴ&>*䴳ϴ=<CJOJQJaJhNh g>CJOJQJaJhC|h g>CJOJQJaJ%h$h$B*CJOJQJaJphh3+CJOJQJaJh"*hzbCJOJQJaJh"*h3+CJOJQJaJhAhar7CJOJQJaJharCJOJQJaJ%hAharB* CJOJQJaJphh harCJOJQJaJ9:* + ,!-!!!_#`###$$%%H%I%1$gdN1$gdJ4c( ) ߾pdTE6EhNhOkCJOJQJaJhNhCJOJQJaJhNh>*CJOJQJaJh|8CJOJQJaJ%hh|8B* CJOJQJaJph+ *hf$sh;s5B* CJOJQJaJphh}~kCJOJQJaJh;sCJOJQJaJh;s>*CJOJQJaJhNCJOJQJaJ( *hf$shNB*CJOJQJaJphhNB*CJOJQJaJphhB*CJOJQJaJph) * + > ,!-!!!++ ,---- - - - ----̼zj[SOSOSOSOKOhghmjhmUhC|hC|CJOJQJaJhC|hC|>*CJOJQJaJhC|CJOJQJaJhNhx|CJOJQJaJhNh~kCJOJQJaJh~kCJOJQJaJhx|CJOJQJaJhChx|>*CJOJQJaJh"oJCJOJQJaJh;s>*CJOJQJaJh;sCJOJQJaJhhCJOJQJaJI%%%s(t(")#) * ***++---- - - ---------gdN1$gdJ-------------hC|hC|CJOJQJaJhmhgjhmUmHnHu ---------1$gdJ,1h/ =!"#$% EDd  jA?gbclogoPicture 1gbclogo"RD` IjŚɪDD;FD` IjŚɪJFIFC      W }!1AQa"q2#BR$3br %&'()*456789:CDEFGHIJSTUVWXYZcdefghijstuvwxyz?((+n?2%kC55t^^JAQEQEQEQEQEQEQEQEQEQEyo&W{ĭcHfb?Ώ:?+X"((((((((((-/ؕ `G'G{{o+QEQEQEQEQEQEQEQEQEQE忷_!:?/دmb((((((((((+bV3W_gGWEQEQEQEQEQEQEQEQEQEWeJ?j0k# b(((((((((*6?]RoʩSP͎_!9?v+ߟZoO (((F}jiDP.TTۗ4QEQEQEG4SvS~寎>*xfVf]+N=A$VthpHpH_?d_ X8M i2Y|f/#c9}SKԦ;GI89uQBߏ.&3-7UR-Bs#}A#\Ⱦ5"cD׳>c2d {5G~:u?Gu@#Ŷo2H?hK\G!FԴ=KMa[[YVhnba]IVVA ZQEQHjQ',!xO щPHF,GJֿ=h?;/Ízm;̊u4:3b%X+$ A#io*5{u_¿z(y3^j2DݞYѴ{jֺ~kq}}y*AomoibA,Đ${7&o fI;W^ 2].QYG=>~87ϊ_L[ҿoڂMYOc,Ѭo>td$QZ2^0$0O/k edF584/ Y narxqb_gI|W"!|mwhZycaɾYem,ɜ`~|J#xwE7ƽ}KNX浒8s`2HlOZ麏vwꚧ,v0޶O7@A6sKo4o#F?:: Mzeogp}i%mUX,b[# nU9Ⱦ6?i[⏂6cyUmP;_Zx|8[M:6rZ6O{$ XJnkI7B\_nr Q?M7¿4%P\?c%ZaV2'zdV\ )p*0ʲ f(-sx(AWĿaq4etk4V7Q$" 0+>:ͭ5̑Bl\kWqR- D'L KIO>3j\Iw{{y3qw4I$w%ٙbI$??z?{Y#¿PgEC me*Ak| ~؟<1mXmnlR46vC NTr 0 Te~>_j~Mbψg{[$ `TtJ_l,$qn |f*44,<3ICOoj rݤKjl{wEɏ*wrdj7@\υ-ύZUMHPG煉ldRoF?g?#¶iկthZO1做EùjPnMEQETOm<J-|o M¾;,ci^]sH\0g+/ l>>xV| k$(%8ei>pO)$l)@eo(KatS|9NZ4C*F4y*7uἶ_~8txGonUU%NTIusMdFI0s$x>|^ǟ/!i+ۡ `H APN|hLχi~"8-ˡ@cpۀH!/㗌?h:Y^v\y2j =eܶI@_'Ft]ItMK-l4d*Gh VEQEQEQEv}A, uOV[Bɜ[ ]dfE\Crp^ެyy7ZnvP3J#A9_lOoك_*oA']zY]3YbTHPc`  |jiM<+qňRZQǟH^g-+PK+%~.xĽk>0/5 %čUUU@U?ER>#IjjMXy& %uφXU1dG?dؗ/ 7oi7;i.odEy畾g&IգbΝEQEQEQE6g?Z5߶3#_\j>!n_JeeakWl G {w ϊ߆ FeN0%g+ L ۗD>P0:S(((B2kwiEh \]G%)evˏeL,Zx ܚuwI$BH半lC0Arki~!%z4$ԥXy1\cUUo:7,@BJbڱ%Yc4ٿ 4e_Q 1Im  "_e}MwEg}MjGAm.FFvN23dfOKaou.b yKI4yi$r``D(((+IWHݍd vpik}vys|GhO? 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