Post-Tenure Review

Post-Tenure Review Section 7a of the Regents Policy on Faculty

Tenure Rules and Procedures for Annual and Special

Post-Tenure Review

Post-Tenure Review Required annual review of tenured faculty

Unit head Elected faculty committee

May take place as part of the merit review

Post-Tenure Review Each unit must have a statement of goals and

expectations relative to teaching, research, and service.

Should be sufficiently clear to be able to judge whether someone has met the goals and expectations or is substantially below them

Goals & Expectations Might look at a rolling window of two-to- three

years to look at more average performance Best if they are measureable in some way

G & E: Teaching Examples Scores on Student Rating of Teaching:

Goal to be in the range of “agree” for all six questions for all classes

No less than in the midrange of “somewhat agree” for all six questions for all classes taught in a two-year period

These address being prepared, clear, providing feedback, showing respect for students, students learning, and being interested

G & E: Teaching Examples Peer review standards:

Positive classroom observation once a year Positive review of syllabi

Make curricular contributions by creating new courses, changes to majors/minors, labs, service learning, etc. - perhaps select one of these over a time period

G & E: Research Examples One of these over a two-to-three year window:

Publish a peer-reviewed article, non-peer reviewed article, book chapter, book, etc. for submit one of these for publication

Present a paper or poster at a state or national meeting

Exhibit materials at a show or meeting Publish a curriculum guide Submit a grant proposal Review a book or journal article

G & E: Service Examples Serve on at least one department or campus

committee over the time window Serve your professional association Serve a community organization

Unit Procedures How will the unit implement the post-tenure

review policy

Changes over Time If a tenured faculty member has agreed with a

head to redistribute his or her effort, it should be explicit and put in writing. Reduce expectations for research (but don’t

eliminate them)in exchange for increases in service for example

Annual review based on agreed-upon expectations

Head & Faculty Committee Agree – Start Post-Tenure Review

Sign a joint letter Give specific examples of work not meeting

the goals and expectations. Provide a personal improvement plan Give a time period over which change can be

made – not less than 1 year. Provide assistance in achieving the stated

goals

Head & Faculty Committee Agree – Start Post-Tenure Review

May make a recommendation for a re-assignment of duties

Head & Faculty Committee Don’t Agree

No personal improvement plan

Re-Review At end of time period, head and faculty

committee re-review the faculty member identified below goals & expectations.

If s/he met goals, no further action. If s/he did not meet goals, then can move to

special review phase

Special Review Coordinated by the Dean Dean has to agree that the faculty member is

below goals & expectations. Special committee formed

5 people – 1 selected by the faculty member being evaluated; other 4 elected

Can be from other units

Special Review Committee evaluates whether the person

is below goals and expectations. Outcomes:

Meets goals & expectations Does not meet goals & expectations

Reallocate activities New performance improvement plan leading

to an annual review or a new special review Salary reduction Formal termination procedures begin