CON Faculty Evaluation: Difference between revisions

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                 <td>Revised: October 1997<br />Revised: May 2003<br />Revised: [[CON Faculty Evaluation version November 2007|November 2007]]<br />Revised: [[CON_Faculty_Evaluation_version_January 2015|January 2015]]<br />Revised: [[CON Faculty Evaluation version February 2016|February 2016]]<br />Revised: November 2018</td>
                 <td>Revised: October 1997<br />Revised: May 2003<br />Revised: [[Special:PermanentLink/5700|November 2007]]<br />Revised: [[Special:PermanentLink/7296|January 2015]] ([[Special:Diff/5700/7296|changes]])<br />Revised: [[Special:PermanentLink/10384|February 2016]] ([[Special:Diff/7296/10384|changes]])<br />Revised: [[Special:PermanentLink/12651|September 2018]] ([[Special:Diff/10384/12651|changes]])<br />Revised: [[Special:PermanentLink/13978|January 2022]] ([[Special:Diff/12651/13978|changes]])<br />Revised: June 2024 ([[Special:Diff/13978/{{REVISIONID}}|changes]])</td>
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     <td colspan="2" valign="top">Related Documents: <br /><div style="margin-left:3em; line-height:1.2;">[[CON_Standards_and_Guidelines_for_Promotion_and_Tenure_for_Academic_Rank|Appendix A1 - Standards and Guidelines for Promotion and Tenure for Academic Rank]]<br />[[CON_Standards_for_Promotion_for_Clinical_Rank|Appendix A2 - Standards for Promotion for Clinical Rank]]<br />Appendix A3<br />Appendix A4<br />[[CON_Annual_Faculty_Activity_Review|Appendix B - Annual Faculty Activity Review]]<br />[[CON_Promotion_and_Tenure_for_Academic_Rank|Promotion and Tenure for Academic Rank 4.4.6(1)]]<br />[[CON Promotion for Clinical Rank|Promotion for Clinical Rank 4.4.6(2)]]</div></td>
     <td colspan="2" valign="top">Related Documents: <br /><div style="margin-left:3em; line-height:1.2;">[[CON_Standards_and_Guidelines_for_Promotion_and_Tenure_for_Academic_Rank|Appendix A1 - Standards and Guidelines for Promotion and Tenure for Academic Rank]]<br />[[CON_Standards_for_Promotion_for_Clinical_Rank|Appendix A2 - Standards for Promotion for Clinical Rank]]<br />[[Media:4_2_7_Annual_Faculty_Activity_Review_Form_2024_06.docx| Annual Faculty Activity Review Form]]<br />[[CON_Guidelines_for_Doctorally_Prepared_Faculty_Role_Differentiation|Appendix B1 – Guidelines for Doctorally Prepared Faculty Role Differentiation]]<br />[[CON_Promotion_and_Tenure_for_Academic_Rank|4.4.6(1) Promotion and Tenure for Academic Rank]]<br />[[CON Promotion for Clinical Rank|4.4.6(2) Promotion for Clinical Rank]]<br />[https://digitalcommons.unmc.edu/iae_tools/1/ UNMC Interprofessional Academy of Educators (IAE) Peer Feedback on Teaching for Health Professions Lectures Form]<br />[[CON_Peer_Feedback_for_Teaching_Mission|4.2.9 Peer Feedback for Teaching Mission]]<br />[[CON Student Ratings of Instruction|5.1.8 Student Ratings of Instruction]]<br />[https://nebraska.edu/-/media/unca/docs/offices-and-policies/policies/board-governing-documents/bor.pdf Bylaws of the Board of Regents of the University of Nebraska Procedure 4.5: Standards for Promotion, Continuous Appointment, and Salary Adjustment]<br />[https://nebraska.edu/-/media/unca/docs/offices-and-policies/policies/board-governing-documents/bor.pdf Bylaws of the Board of Regents of the University of Nebraska Procedure 4.6: Evaluation of Faculty Performance]</div></td>
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<br />
<br />
===Policy===
===Purpose===
<p style="margin-bottom:15px;max-width:70em !important;">The purposes of faculty evaluation are the following:</p>
<p style="margin-bottom:15px;max-width:70em !important;">The purposes of faculty evaluation are the following:</p>
<ul style="margin-bottom:15px;max-width:67em !important;">
<ul style="margin-bottom:15px;max-width:67em !important;">
<li style="margin-bottom:15px;">Review contributions to the tripartite mission: a) teaching, b) scholarship/research and c) service/practice</li>
    <li>Review contributions to the tripartite mission of teaching, scholarship/research and service/practice</li>
<li style="margin-bottom:15px;">Review/assist faculty development, including career advancement such as promotion and recognition</li>
    <li>Review and assist faculty development, including career advancement such as promotion and recognition</li>
<li style="margin-bottom:15px;">Identify goals and strengths of individual faculty to better match the university mission</li>
    <li>Identify goals and strengths of individual faculty to better match the University mission</li>
<li style="margin-bottom:15px;">Identify plans for growth (mentoring) and/or improvement</li>
    <li>Identify plans for growth, mentoring, and improvement</li>
<li>Provide for an annual review of goal achievement</li>
    <li>Provide for an annual review of goal achievement</li>
</ul>
</ul>
<p style="margin-bottom:15px;max-width:70em !important;">The designated administrators orient newly hired faculty to evaluation policies, procedures and forms at the time of employment.</p>
===Scope===
<p style="margin-bottom:15px;max-width:70em !important;">All faculty are evaluated at least annually by their Division Assistant Dean or appropriate administrator. The administrators make merit recommendations with rationale, including a completed performance appraisal, to the dean.</p>
<p style="margin-bottom:15px;max-width:70em !important;">This policy applies to all faculty.</p>
<p style="margin-bottom:15px;max-width:70em !important;">Multiple sources of data are used for faculty evaluations. At a minimum, annual evaluations are based on faculty self-evaluation, student evaluations, and designated administrator evaluation. Other data, such as peer evaluation or evaluation by outside consultants, can be sought at the discretion of the designated administrator and/or the faculty. New faculty members are evaluated at the end of their first term of teaching, as well as the end of the year; the first evaluation is typically formative and focuses on mentoring and counseling.</p>
===Policy===
<p style="margin-bottom:15px;max-width:70em !important;">To prepare for an annual evaluation, faculty members submit to designated administrator the following: 1) annual faculty self-evaluation form, 2) student evaluations and 3) updated curriculum vita (CV).</p>
<p style="margin-bottom:15px;max-width:70em !important;">Evaluation records are confidential. Designated administrators have access to files of faculty whom they supervise. The dean has access to all faculty files. Faculty evaluations are kept in the official personnel file. Faculty also have access to their personnel files at any time.</p>
<p style="margin-bottom:15px;max-width:70em !important;">Graduate or Teaching Assistants (GA or TA), whether teaching or performing other College of Nursing work such as research or practice, also are evaluated annually by their designated administrator or other appropriate supervisor. If appropriate, student evaluations are submitted to be considered in the evaluation.</p>
<!--
<p style="margin-bottom:15px;max-width:70em !important;">For regular faculty (non-GA personnel), Division Assistant Deans make merit raise recommendations with rationale, including a completed performance appraisal, to the Dean.</p>
<p style="margin-bottom:15px;max-width:70em !important;">Evaluation records are confidential. Division Assistant Deans have access to files of faculty whom they supervise. The Dean has access to all faculty files. Faculty evaluations are kept in the official personnel file.</p>
-->
 
===Procedures===
<!-- <p>This entire section will be moved out of the policy and into appendices as is appropriate.</p> -->
====Annual Evaluation Meeting:====
<ol style="margin-bottom:15px;max-width:70em !important;">
<ol style="margin-bottom:15px;max-width:70em !important;">
     <li style="margin-bottom:15px;">The period of evaluation is from January 1 to December 31 of the previous year in line with an approximately 12-month period.</li>
     <li style="margin-bottom:15px;">In accordance with the Bylaws of the Board of Regents of the University of Nebraska Procedures 4.5 & 4.6, all faculty are evaluated at least annually by their division assistant dean or appropriate supervisor. The supervisor makes merit recommendations with rationale, including a completed performance appraisal, to the dean.</li>
<!--
    <li style="margin-bottom:15px;">The Associate Dean for Research collaborates with the supervisor and is included in the evaluation meeting for those faculty who have >30% scholarship effort.</li>
     <li style="margin-bottom:15px;">The Division Assistant Deans orient newly-hired faculty to evaluation policies, procedures and forms at the time of their employment.</li>
    <li style="margin-bottom:15px;">The Associate Dean for Transformational Practice & Partnerships collaborates with the supervisor and is included in the evaluation meeting for those faculty who have >40% practice effort.</li>
-->
     <li style="margin-bottom:15px;">The designated supervisor shall orient newly hired faculty to evaluation policies, procedures and forms at the time of employment.</li>
     <li style="margin-bottom:15px;">An annual evaluation meeting is held between the faculty member and the Division Assistant Dean for the purpose of discussing and completing the evaluation. </li>
     <li style="margin-bottom:15px;">The period of evaluation is from January 1 to December 31 of the previous year. For a faculty member employed for a partial year, the supervisor shall consider the time period employed during the review of the faculty’s contributions related to the metric benchmarks.</li>
<!--
    <li style="margin-bottom:15px;">Multiple sources of data are used for faculty evaluations from each mission area where faculty are assigned Full-Time Equivalent (FTE) allocation.</li>
     <li style="margin-bottom:15px;">The faculty member contacts the Division Assistant Dean’s support staff to schedule a time for the evaluation meeting.</li>
     <li style="margin-bottom:15px;">Metrics for each mission area are delineated in categories and by level of achievement. Levels of achievement are listed for each rating level using UNMC performance ratings. Level 1 (unsatisfactory performance seldom meets established standards), Level 2 (needs improvement, sometimes meets established standards but lacks consistency), Level 3 (meets and occasionally exceeds established standards, or Level 4 (consistently meets and almost always exceeds expected levels of performance. See University of Nebraska Medical Center (UNMC) College of Nursing (CON) Faculty Annual Evaluation Form for expected outcomes for each mission’s metrics by level.
-->
    <ul style="margin-bottom:15px;max-width:67em !important;">
     <li style="margin-bottom:15px;">In advance of the meeting, the faculty member completes the Annual Faculty Self-Evaluation form and updates their CV according to the UNMC guidelines by the designated due date. The faculty member also collects and supplies any other documents to be included in the evaluation (e.g., peer evaluations, letters of support or recognition,  other documentation); and emails the packet to his/her designated administrator. The administrator will consider the material and provide performance ratings of the faculty member’s performance relative to each tripartite mission role function and a brief narrative evaluation summary. </li>
        <li>Teaching mission metrics are included for peer feedback in the appropriate timeframe (see 4.2.9 Peer Feedback for Teaching Mission), education specific continuing education, and student evaluation of faculty in courses (see 5.1.8 Student Ratings of Instruction).</li>
<li style="margin-bottom:15px;">When faculty evaluation materials are completed, the faculty member contacts the designated administrator's support staff to schedule a time to the evaluation meeting.</li>
        <li>Scholarly activity mission metrics are included for grants and publications (see Appendix B1 Guidelines for Doctoral Prepared Faculty Role Differentiation).</li>
     <li style="margin-bottom:15px;">The faculty member and designated administrator meet to discuss the evaluative materials and set goals for the next academic year as well as plans for achieving the goals. In collaboration with their designated administrator, faculty members develop annual goals that are congruent with the CON standards for Promotion and Tenure (See Appendix A), the tripartite mission, and, as appropriate, with the strategic plan.</li>
        <li>Practice mission metrics are included for practice hours, contracted agency satisfaction with faculty, continuing clinical education attendance, and dissemination of practice scholarship.</li>
     <li style="margin-bottom:15px;">Designated administrators provide faculty members guidance on how to improve in areas which have been identified for growth.</li>
        <li>Service mission metrics are included for organizational committee participation and professional organization participation.</li>
     <li style="margin-bottom:15px;">The final written evaluation is dated and signed by the faculty member and designated administrator.</li>
        <li>Administrative job description duties would be used to evaluate faculty holding administrative positions. </li>
    </ul>
    </li>
     <li style="margin-bottom:15px;">To prepare for an annual evaluation, faculty members submit to designated supervisor the following:
    <ul style="margin-bottom:15px;max-width:67em !important;">
        <li>annual faculty activity review form which includes assessment of previous year’s goals and plans for current year’s goals.</li>
        <li>supporting documentation (e.g., UNMC Interprofessional Academy of Educators (IAE) Peer Feedback on Teaching for Health Professions Lectures Form and actionable ideas to implement, student evaluations).</li>
        <li>updated curriculum vita (CV) using the UNMC approved format, including continuing education listings and credits. Activities for the year under review shall be highlighted.</li>
    </ul>
    </li>
    <li style="margin-bottom:15px;">Faculty members shall make an appointment with their supervisor for the review after their fully completed materials listed above are submitted to the supervisor.</li>
    <li style="margin-bottom:15px;">The supervisor shall review the documents and provide performance ratings of the faculty member’s performance relative to each tripartite mission role function. The supervisor also provides a brief narrative evaluation summary.</li>
     <li style="margin-bottom:15px;">The faculty member, designated supervisor, and/or the Associate Dean for Research and/or the Associate Dean for Transformational Practice and Partnerships as appropriate shall meet to discuss the evaluative materials and set goals for the next academic year as well as plans for achieving the goals. In collaboration with their designated administrator, faculty members develop annual goals that are congruent with the CON standards for Promotion and Tenure (4.4.6(1), 4.4.6(2), Appendix A1, Appendix A2), the tripartite mission, and, as appropriate, with the strategic plan.</li>
     <li style="margin-bottom:15px;">Designated supervisors shall provide faculty members guidance on how to improve in areas which have been identified for growth.</li>
     <li style="margin-bottom:15px;">The final written evaluation shall be dated and signed by the faculty member and designated supervisor.</li>
     <li style="margin-bottom:15px;">A faculty member has the opportunity to respond in writing to the evaluation. </li>
     <li style="margin-bottom:15px;">A faculty member has the opportunity to respond in writing to the evaluation. </li>
     <li style="margin-bottom:15px;">After the meeting, the designated administrator provides a copy of the signed evaluation materials to the faculty member, and places the original documents in the faculty member's permanent file in the Dean’s Office.</li>
     <li style="margin-bottom:15px;">After the meeting, the designated supervisor shall provide a copy of the signed evaluation materials to the faculty member and place the original documents in the faculty member's permanent file in the dean’s office.</li>
</ol>
     <li style="margin-bottom:15px;">Evaluation records are confidential. Designated supervisors have access to files of faculty whom they supervise. The dean has access to all faculty files. Faculty evaluations are kept in the official personnel file. Faculty also have access to their personnel files at any time. </li>
 
====Student Evaluation of Faculty:====
<p style="margin-bottom:15px;max-width:70em !important;">The purpose of student evaluation of faculty is to:</p>
<ol style="list-style-type: lower-alpha;max-width:70em !important;">
     <li style="margin-left:3em; margin-bottom:15px;">Allow students to give anonymous feedback on what they considered to be the positive and negative aspects of the classroom and clinical faculty’s teaching effectiveness.</li>
    <li style="margin-left:3em; margin-bottom:15px;">Provide faculty with evaluative data for potential changes in teaching effectiveness</li>
    <li style="margin-left:3em; margin-bottom:15px;">Provide data for administrative evaluation of faculty, including the annual evaluation.</li>
</ol>
<ol style="margin-bottom:15px;max-width:70em !important;">
    <li style="margin-bottom:15px;">All students, regardless of course delivery method, are given an opportunity to evaluate each course they are taking and the faculty teaching in that course.</li>
    <li style="margin-bottom:15px;">An online, electronic evaluation process is used and provides anonymity for the student and student’s comments.</li>
    <li style="margin-bottom:15px;">Student evaluations of faculty are given to the respective faculty member and the Division Assistant Dean. Results of student course evaluations are given to those identified above as well as the appropriate program director, appropriate curriculum committee, and Director of Evaluation.</li>
    <li style="margin-bottom:15px;">Students are sent an email with instructions on how and when to complete the evaluation.  Generally, evaluations will be open for student input for two weeks, opening the Wednesday before finals week and closing the Wednesday after finals week.  Classes that do not start and stop on the usual semester schedule may have slightly different availability dates, but availability will in no case be less than two weeks and will always extend beyond the date of the final exam.</li>
    <li style="margin-bottom:15px;">Results of the evaluations are sent to the faculty (automatically) one day after grades are due for that semester.</li>
</ol>
 
 
 
====Peer Evaluation of Faculty====
<p style="margin-bottom:15px;max-width:70em !important;">The purpose of peer review of the faculty is to:</p>
<ol style="list-style-type: lower-alpha;max-width:70em !important;">
    <li style="margin-left:3em; margin-bottom:15px;">Afford faculty an evaluation from a peer or peers on role performance for continuous improvement.</li>
    <li style="margin-left:3em; margin-bottom:15px;">Provide data from peers for administrative evaluation of faculty, including the annual evaluation.</li>
    <li style="margin-left:3em; margin-bottom:15px;">Allow for promotion and tenure or triggered post-tenure review.  <sup>1</sup></li>
</ol>
<ol style="margin-bottom:15px;max-width:70em !important;">
    <li style="margin-bottom:15px;">A faculty member and/or faculty Division Assistant Dean may request that a peer or peers evaluate the faculty’s role performance as part of an annual evaluation process, a requested review to improve role performance and/or as part of a special administrative review. </li>
    <li style="margin-bottom:15px;">Peer reviewer(s) may be selected by the faculty and/or faculty Division Assistant Dean.  Peer reviewer(s) should be knowledgeable about the role(s) to be evaluated. </li>
    <li style="margin-bottom:15px;">The faculty and/or administrative evaluator make arrangements with the peer reviewer(s) on where, when and what is to be evaluated within a specified time frame. Faculty and/or the Division Assistant Dean supply needed materials to the peer reviewer.</li>
    <li style="margin-bottom:15px;">The peer reviewer forwards the written peer evaluation to the faculty’s Division Assistant Dean.</li>
    <li style="margin-bottom:15px;">The Division Assistant Dean discusses the peer review evaluation with the faculty to identify areas for improvement. </li>
</ol>
</ol>

Latest revision as of 11:46, August 21, 2024

Home   Faculty Policies                    


UNIVERSITY OF NEBRASKA MEDICAL CENTER
COLLEGE OF NURSING
Faculty Evaluation Subsection: 4.2.7
Section 4.0 - Faculty Policies/Guidelines Originating Date: October 1975
Responsible Reviewing/Approving Agency:
Executive Council
Revised: October 1997
Revised: May 2003
Revised: November 2007
Revised: January 2015 (changes)
Revised: February 2016 (changes)
Revised: September 2018 (changes)
Revised: January 2022 (changes)
Revised: June 2024 (changes)
Related Documents:


Purpose

The purposes of faculty evaluation are the following:

  • Review contributions to the tripartite mission of teaching, scholarship/research and service/practice
  • Review and assist faculty development, including career advancement such as promotion and recognition
  • Identify goals and strengths of individual faculty to better match the University mission
  • Identify plans for growth, mentoring, and improvement
  • Provide for an annual review of goal achievement

Scope

This policy applies to all faculty.

Policy

  1. In accordance with the Bylaws of the Board of Regents of the University of Nebraska Procedures 4.5 & 4.6, all faculty are evaluated at least annually by their division assistant dean or appropriate supervisor. The supervisor makes merit recommendations with rationale, including a completed performance appraisal, to the dean.
  2. The Associate Dean for Research collaborates with the supervisor and is included in the evaluation meeting for those faculty who have >30% scholarship effort.
  3. The Associate Dean for Transformational Practice & Partnerships collaborates with the supervisor and is included in the evaluation meeting for those faculty who have >40% practice effort.
  4. The designated supervisor shall orient newly hired faculty to evaluation policies, procedures and forms at the time of employment.
  5. The period of evaluation is from January 1 to December 31 of the previous year. For a faculty member employed for a partial year, the supervisor shall consider the time period employed during the review of the faculty’s contributions related to the metric benchmarks.
  6. Multiple sources of data are used for faculty evaluations from each mission area where faculty are assigned Full-Time Equivalent (FTE) allocation.
  7. Metrics for each mission area are delineated in categories and by level of achievement. Levels of achievement are listed for each rating level using UNMC performance ratings. Level 1 (unsatisfactory performance seldom meets established standards), Level 2 (needs improvement, sometimes meets established standards but lacks consistency), Level 3 (meets and occasionally exceeds established standards, or Level 4 (consistently meets and almost always exceeds expected levels of performance. See University of Nebraska Medical Center (UNMC) College of Nursing (CON) Faculty Annual Evaluation Form for expected outcomes for each mission’s metrics by level.
    • Teaching mission metrics are included for peer feedback in the appropriate timeframe (see 4.2.9 Peer Feedback for Teaching Mission), education specific continuing education, and student evaluation of faculty in courses (see 5.1.8 Student Ratings of Instruction).
    • Scholarly activity mission metrics are included for grants and publications (see Appendix B1 Guidelines for Doctoral Prepared Faculty Role Differentiation).
    • Practice mission metrics are included for practice hours, contracted agency satisfaction with faculty, continuing clinical education attendance, and dissemination of practice scholarship.
    • Service mission metrics are included for organizational committee participation and professional organization participation.
    • Administrative job description duties would be used to evaluate faculty holding administrative positions.
  8. To prepare for an annual evaluation, faculty members submit to designated supervisor the following:
    • annual faculty activity review form which includes assessment of previous year’s goals and plans for current year’s goals.
    • supporting documentation (e.g., UNMC Interprofessional Academy of Educators (IAE) Peer Feedback on Teaching for Health Professions Lectures Form and actionable ideas to implement, student evaluations).
    • updated curriculum vita (CV) using the UNMC approved format, including continuing education listings and credits. Activities for the year under review shall be highlighted.
  9. Faculty members shall make an appointment with their supervisor for the review after their fully completed materials listed above are submitted to the supervisor.
  10. The supervisor shall review the documents and provide performance ratings of the faculty member’s performance relative to each tripartite mission role function. The supervisor also provides a brief narrative evaluation summary.
  11. The faculty member, designated supervisor, and/or the Associate Dean for Research and/or the Associate Dean for Transformational Practice and Partnerships as appropriate shall meet to discuss the evaluative materials and set goals for the next academic year as well as plans for achieving the goals. In collaboration with their designated administrator, faculty members develop annual goals that are congruent with the CON standards for Promotion and Tenure (4.4.6(1), 4.4.6(2), Appendix A1, Appendix A2), the tripartite mission, and, as appropriate, with the strategic plan.
  12. Designated supervisors shall provide faculty members guidance on how to improve in areas which have been identified for growth.
  13. The final written evaluation shall be dated and signed by the faculty member and designated supervisor.
  14. A faculty member has the opportunity to respond in writing to the evaluation.
  15. After the meeting, the designated supervisor shall provide a copy of the signed evaluation materials to the faculty member and place the original documents in the faculty member's permanent file in the dean’s office.
  16. Evaluation records are confidential. Designated supervisors have access to files of faculty whom they supervise. The dean has access to all faculty files. Faculty evaluations are kept in the official personnel file. Faculty also have access to their personnel files at any time.