Annual Review

(For a full description of the annual review process, please see the Faculty Collective Bargaining Agreement, especially Appendices E and F.)

• Faculty Observation Procedures
  • For All Full-Time Faculty Members (except faculty receiving a Post-Tenure Review)
  • For Full-Time Faculty During their Post-Tenure Review year
• Faculty Annual Performance Review Criteria
• Sample Departmental Criteria
  • Teaching
  • Scholarly Activity
  • Service

All faculty members with at least a half-time teaching appointment will go through a performance review process on a yearly basis.

Annual Reviews of non-tenured full-time faculty members will be governed by the provisions set forth in Appendix E of the Faculty Collective Bargaining Agreement.

Annual Reviews and Post-Tenure Reviews of Tenured Members will be governed by Appendix F of the Faculty Collective Bargaining Agreement.

Each full-time faculty member will develop a written Professional Development Plan that sets forth a program for that individual’s future Professional Development in Teaching, Scholarship, and Service.This is outlined under Article 8 of the Faculty Collective Bargaining Agreement. It is advisable that a faculty member meets with the Chair at the beginning of the academic year to discuss the Chair’s expectations of the faculty member before submitting a professional development plan. See Professional Development Plan.

The deadline for submitting a professional development plan is October 1.

Faculty Observation Procedures

As outlined in Appendices E and F of the Park University Collective Bargaining Agreement, there will be classroom observations for all full-time members faculty every year. The procedures to be used for these observations are listed below.

• Observation form
• Complete classroom observations procedures

Observations and evaluations of university faculty should be a professional endeavor that encourages open and free discussion between the instructor and observer.The expectation is that the instructor and the evaluator will discuss the evaluation and that there should be an opportunity for questions and honest conversation about performance and expectations. The process should provide an opportunity for growth for the instructor and the evaluator.

For All Full-Time Faculty Members (except faculty receiving a Post-Tenure Review):

• The classroom observation will be conducted by the person assigned to oversee the full-time faculty member’s Annual Review or by his or her designee (see CBA section E.5).
  • The Annual Review is conducted by Department Chair unless the faculty member to be reviewed is a Department Chair or an Associate Dean
  • If the faculty member is a Department Chair, the Annual Review is conducted by the Associate Dean or Dean.
  • If faculty member is an Associate Dean, the Annual Review is conducted by the Dean.
• The person overseeing the Annual Review of a faculty member will notify the faculty member who will be conducting the classroom observation.
• The person conducting the classroom observation will notify the faculty member no less than fourteen (14) days prior to the classroom observation that he or she will be conducting the classroom observation.
• The observer and the faculty member being observed will arrange a date for the observation.If the class being observed is offered online, the observer and faculty member will arrange for period of one week in which the online class can be observed.
• At least seven (7) days before the scheduled observation, the faculty member being observed will submit to the observer the following materials:
  • The course syllabus.
  • The primary measures of assessment developed thus far for the course.
  • A plan for the class activities on the day scheduled for observation.If the class being observed is offered online, a plan for a week’s activities should be provided.
• Upon conclusion of the classroom observation, the observer and the observed faculty member should each complete a copy of the observation form.
• The observer will schedule a meeting with the observed faculty member within fourteen (14) days of the observation.This meeting may be conducted in person or by phone.
• Both the observed faculty member and the observer should bring their completed forms to the meeting.The observed faculty member and the observer should discuss the observation and the strengths and possible areas for development perceived during the observation.The observer and the observed faculty member should work collaboratively to complete the “Areas for Professional Development” section of the form.
• The observer should complete the final version of the observation form no later than seven (7) days after meeting.The observer should retain one copy of the evaluation and send one copy to the observed faculty member.
• The observed faculty member should sign the final evaluation.The signature acknowledges receipt of the form; it does not indicate agreement with the ratings or comments made by the observer.The observed instructor may submit additional comments about the evaluation to his or her Dean/Associate Dean no later than fourteen (14) days after receipt of the evaluation. Comments received by the Dean/Associate Dean will be shared with the observer and the Personnel Panel.
• The completed Faculty Observation Form will be submitted to the person conducting the faculty member’s Annual Review.The Faculty Observation Form will be used in the preparation of the Annual Review of the observed faculty member.(see CBA, Section E.2.2)
• The completed Faculty Observation Form and any response from the observed faculty member will be included in the observed faculty member’s personnel file and will be available to the Personnel Panel for any deliberations involving the observed member.

For Full-Time Faculty During their Post-Tenure Review year:

The procedures outlined above apply to full-time faculty members during their post-tenure review, with the following exceptions:

• As described in Section F.6.1.1. of the CBA, each faculty member who is undergoing a Post-Tenure Review will submit to the University employee who is overseeing that Post-Tenure Review a list of three (3) Faculty Members willing to conduct the Class Room Observation of that Tenured Member.
• As described in Section F.6.1.2. of the CBA, the employee who is overseeing that Post-Tenure Review will select two faculty members to conduct the classroom observation, at least one of whom must be from the list submitted by the tenured faculty member.

• Annual Review Form

Faculty Annual Performance Review Criteria

For the purposes of faculty annual review, each department will develop its own evaluation criteria and use those criteria, following approval by the Dean. Faculty will receive one of three ratings:Meets Expectations, Exceeds Expectations, or Does Not Met Expectations.

Does Not Meet Expectations means that the faculty member did not adequately meet the expectations of the position in terms of teaching, scholarship, and service and collegiality, as expressed in the department’s Annual Evaluation Criteria. These expectations are also based on generally expected norms in the discipline, generally expected norms for collegiality and service at this university, and the faculty member’s professional development plan.

Meets Expectations means that the faculty member adequately met expectations in the three areas outlined above—teaching, scholarship, and service and collegiality.

Exceeds Expectations means had an extraordinary year, and performed above average in all three areas of teaching, scholarship, and service and collegiality.

When submitting a yearly accomplishment report, a faculty member should provide a narrative about each of the three areas of evaluation, as well as provide supplemental supportive material. In this report, the faculty member must assign weights in terms of percentages of how he or she should be evaluated in each of the three areas. Obviously, the bigger the percentage, the more difficult it becomes to achieve an Exceeds Expectations rating, because a faculty member must accomplish much more in that category.

It is advisable that a faculty member meets with the Chair at the beginning of the year to discuss the Chair’s expectations of the faculty member.At that point the two could also agree on the weights assigned to each of the three areas.

The deadline for submitting the accomplishment report is October 1 .The yearly periodic performance review covers the previous academic year.

Sample Departmental Criteria

• Teaching (50%-70%)
  • 1. Academic program planning and development
  • 2. Instruction
  • 3. Evaluation
  • 4. Academic Advising
• Criteria of teaching effectiveness used in the department include:
• Student opinions, alumni testimonials, and student performance
• Teaching observations by supervisor and/or colleagues
• Innovative teaching techniques and solutions
• Exceptionally large advising load and proven effectiveness of advising
• Active participation in teaching seminars/workshops resulting in new course material or new courses
• Use of feedback, provided by colleagues and students, for further development
• Activities to increase expertise in areas relevant to teaching assignment

Scholarly Activity (15% - 35%)

• Scholarship of Teaching
• Scholarship of Discovery
• Scholarship of Engagement
• Scholarship of Integration
• Scholarship of Community
• Criteria of effectiveness in scholarly activity include:
• Scholarly publications (books, articles, reviews)
• Paper presentations or panel discussions
• Editorial guidance for publications
• Direction of student work of scholarly or creative nature
• Fellowships and awards
• Paid consulting or paid free-lance work relevant to the department’s mission
• Achievement in creative work such as audio, video, or print, 3-D, which has gone through an evaluation process (jury, peer-review, editorial decision process, etc.)
• Successful grant applications

Service (15%-35%)

• Institutional
• Professional
• Community

Criteria of effectiveness in service* include:

• Meaningful participation in departmental activities
• Active participation in university committees
• Sponsorship of student organizations
• Serving as department or university representative
• Serving in a leadership role in professional associations
• Providing advice and expertise to community activities

*service must be related to a faculty member’s teaching assignments and/or the College’s (CLAS) mission.

Collegiality is defined in the Faculty Collective Bargaining Agreement as "the ability of a Member to work cooperatively and professionally with others at the University; the willingness to advance the University and make it a better institution; the mutually respectful sharing of intellectual authority and professional responsibility for the quality of the University curriculum, instruction and its assessment, scholarly/creative works, and the University culture of learning; the discharge of professional responsibilities in a reliable, conscientious, energetic, civil and effective manner that includes mutual respect, freedom of speech, open-minded consideration of idea, and the principles of good citizenship for the common good of the University and its student learners."

In summary, all full-time faculty members are subject to an annual review. Reviews will be completed by the end of the fall semester or Fall II term.Each review will include a review of the faculty member’s teaching effectiveness, scholarship, collegiality and service. Comments in the review will include observations based upon at least one classroom observation (click here for more on Classroom Observation).

The annual review will include an assessment of the progress made by the faculty member in the implementation of his or her Professional Development Plan.

Annual Reviews are expected to involve significant peer input and academic administrators who oversee Annual Reviews are expected to utilize other Faculty Members in the Annual Reviews that they oversee, which involvement and utilization will be carried out in the spirit of Shared Governance.

Annual review policies and procedures are enumerated in Appendices E and F of the Faculty Collective Bargaining Agreement.

Back to Policies Page

^ Back to the Top

---------------------------------

University Resources