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CON Faculty Evaluation: Difference between revisions
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<td width="60%">Section 4.0 - | <td width="60%">Section 4.0 - Faculty Policies/Guidelines</td> | ||
<td width="40%">Originating Date: October | <td width="40%">Originating Date: October 1975</td> | ||
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<td valign="top" width="60%">Responsible Reviewing Agency:<br /><div style="margin-left:3em; line-height:1.2;">Executive Council</div></td> | <td valign="top" width="60%">Responsible Reviewing/Approving Agency:<br /><div style="margin-left:3em; line-height:1.2;">Executive Council</div></td> | ||
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<td>Revised: October | <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: [[CON Faculty Evaluation version September 2018|September 2018]]<br />Revised: January 2022</td> | ||
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<td valign="top">< | <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 - Assistant Dean Guidelines<br />Appendix A4 - Procedure for Requesting Emeritus Faculty Appointment<br />[[CON_Annual_Faculty_Activity_Review|Appendix B - Annual Faculty Activity Review]]<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|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> | ||
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===Policy=== | ===Policy=== | ||
<p style="margin-bottom:15px;max-width:70em !important;">All faculty are evaluated at least annually by their Division Assistant Dean.</p> | <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;">Multiple sources of data are used for faculty evaluations. At a minimum, annual evaluations are based on faculty self evaluation, student | <ul style="margin-bottom:15px;max-width:67em !important;"> | ||
<p style="margin-bottom:15px;max-width:70em !important;">To prepare for an annual evaluation, faculty members submit to | <li style="margin-bottom:15px;">Review contributions to the tripartite mission: a) teaching, b) scholarship/research and c) service/practice</li> | ||
<p style="margin-bottom:15px;max-width:70em !important;"> | <li style="margin-bottom:15px;">Review/assist faculty development, including career advancement such as promotion and recognition</li> | ||
<p style="margin-bottom:15px;max-width:70em !important;">Graduate Assistants (GA), whether teaching or performing other College of Nursing work such as research or practice, also are evaluated annually by their | <li style="margin-bottom:15px;">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>Provide for an annual review of goal achievement</li> | |||
</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> | |||
<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;">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> | |||
<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> | |||
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<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;">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> | <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> | ||
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===Procedures=== | ===Procedures=== | ||
<!-- <p>This entire section will be moved out of the policy and into appendices as is appropriate.</p> --> | |||
====Annual Evaluation Meeting:==== | ====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 | <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> | ||
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<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 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;">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;">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> | ||
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<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;">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;">In advance of the meeting, the faculty member completes the Annual Faculty | --> | ||
<li style="margin-bottom:15px;">The faculty member and | <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 style="margin-bottom:15px;"> | <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 style="margin-bottom:15px;">The final written evaluation is dated and signed by the faculty member and | <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 A1 and A2), the tripartite mission, and, as appropriate, with the strategic plan. A summary of progress toward promotion and tenure across the years since last appointment be provided and reviewed with the Division Assistant Dean/Supervisor on an annual basis.</li> | ||
<li style="margin-bottom:15px;"> | <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 style="margin-bottom:15px;"> | <li style="margin-bottom:15px;">The final written evaluation is dated and signed by the faculty member and designated administrator.</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> | |||
</ol> | </ol> | ||
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<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> | <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> | </ol> | ||
====Peer Evaluation of Faculty==== | ====Peer Evaluation of Faculty==== | ||
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<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;">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;">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. | <li style="margin-left:3em; margin-bottom:15px;">Allow for promotion and tenure or triggered post-tenure review.</li> | ||
</ol> | </ol> | ||
<ol style="margin-bottom:15px;"> | <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;">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;">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> | ||
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<li style="margin-bottom:15px;">The Division Assistant Dean discusses the peer review evaluation with the faculty to identify areas for improvement. </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> | ||