Annual Performance Reviews. a. Department Chairpersons shall annually review the performance of faculty members in their departments or units. In schools without Chairs, this review shall be carried out by the ▇▇▇▇ or his/her designee, who will be another administrator holding faculty status. Although the faculty member bears the responsibility of demonstrating his or her achievement and potential in matters of reappointment, promotion and tenure, Chairs, Deans or Directors have a responsibility to contribute to the professional development of the faculty member by communicating to that person their regular assessment of performance, progress and areas of strength and those in need of improvement. The annual review will include a report of annual activities by the faculty member and a review of such materials along with student evaluations by the Chairperson or, in schools without Chairs, by the ▇▇▇▇ or his/her designee. The review will result in a written evaluation of the faculty member's performance and this evaluation shall serve as the basis for the ▇▇▇▇’▇ decision regarding performance increases along with the factors listed in Article 18. At the initiative of the faculty member, performance evaluation may make reference to relevant accomplishments for which no percentage of effort is recorded on the workload form. The Chair/▇▇▇▇’▇ designee shall seek and incorporate input of the applicable administrator of any secondary units as described in Section 2 of this Article. b. Reviews at the department and school level shall take place each Spring for all faculty members. Although such reviews can occur at any time, the first such review must occur by March 15 of the first year of any non-tenure track appointment and by April 15 for the first year of any tenure-track appointment. Subsequent reviews for all faculty must occur by April 15th. c. Annual reviews will focus on the performance of the faculty member during the previous two semesters or the previous twelve (12) months, whichever applies to the faculty member’s appointment period, but will also take into account the performance of the faculty member during the preceding two (2) years if the faculty member was employed by the University. The ▇▇▇▇ will instruct departments and units as to whether performance data on a faculty member should be submitted on a calendar, fiscal or academic year basis. d. Annual reviews shall include a formal meeting between the evaluator and the faculty member at least every other year, except for probationary faculty for whom annual meetings are required. However, either party may request a meeting in any given year. Faculty who are on Sabbatical or Professional Development Leave or any leave, paid or unpaid, during any Spring semester will submit a report of annual activities. The evaluator’s final assessment must be made in writing and
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Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement