Critical Faculty Information

Clery Act - CSA Training

Crime Incident Report Form

Faculty Handbook

Faculty Office Hours

Title IX - Sexual  Misconduct, Discrimination, Harassment, and Retaliation Complaints

Title IX - Complaint Report

Annual Faculty Evaluations

Full-time faculty members, administrators, and staff are evaluated annually. Faculty members are evaluated by their students and their unit heads. The purpose of the evaluation is to improve teaching effectiveness and other aspects of job performance and to support decisions concerned with promotion, tenure, and merit pay. By December 1 of each year, faculty members are required to submit to their unit head all materials to be considered in their evaluation (results of the student evaluation may or may not be submitted).  Soon after the evaluation is completed, faculty members are required to cooperate with their unit heads toward a written plan of professional development. The extent to which faculty members follow through on their plans of action for improvement will impact on making decisions for promotion, tenure, and merit pay.

Annual Faculty Evaluation Procedures

Annual Evaluation Timetables by Faculty Category

Annual Evaluation Course of Action

Faculty Self-Evaluation Form

Annual Faculty Evaluation by Faculty Peer or Chair/Dean/Director

Post Tenure Review

In addition to annual evaluations, each tenured faculty member will undergo a more thorough evaluation every five years.  The Post-Tenure Review evaluation procedures will follow the guidelines established for the Annual Faculty Evaluation of tenured and tenure-track faculty. 

Tenured faculty will continue to demonstrate reasonable contributions in teaching, professional growth and development, and service.  If a tenured faculty member’s performance is  “less than satisfactory” in any of the three professional development areas, the following plan is to be used to address the concern. 

A tenured faculty member who receives a “less than satisfactory” Post-Tenure Review Evaluation will, in conjunction with the academic chair/dean, develop a plan for improvement to be implemented for the following Annual Evaluation period.  During the next Annual Evaluation period, the faculty member will present evidence of having positively addressed the concerns raised in the previous evaluation.  Should the faculty member fail to take enough positive steps to remedy the initial “less than satisfactory” performance, the faculty member will work with three faculty colleagues from the academic unit to develop a plan for improvement and goals to achieve during the next year. 

In the third year of this process, if the faculty member again fails to make reasonable progress in addressing the problems outlined in the initial plan for improvement, the faculty member will undergo another formal five-year Post-Tenure Review evaluation the next year. 

At any point in this process when the faculty member presents evidence of having positively addressed the concerns raised in the initial Post-Tenure Review evaluation, the faculty member returns to the normal five-year Post-Tenure review process.  See IV. D and E of the Faculty Handbook. 

The appeal process for the Post-Tenure Review will follow the same guidelines as those established for the tenure/promotion candidates.

Approved by UAM Faculty Council
November 30, 1998

Promotion and Tenure

Appointment, Reappointment, Promotion, Tenure, and Dismissal Guidelines -- Faculty Handbook Chapter 3

Promotion and Tenure Schedule

Promotion and/or Tenure Checklist

Format for Curriculum Vita

Faculty Promotion Committee Selection Form

Academic Unit Head Promotion and/or Tenure Committee Selection Form