The term "evaluation" as used in this Article shall refer to either a Periodic Evaluation
or a Performance Review.
Faculty unit employees, students, academic administrators, and the President may contribute
information to the evaluation of a faculty unit employee. Information submitted by the faculty
unit employee and by academic administrators may include statements and opinions about the qualifications and work of the employee provided by other persons identified by name. Only tenured full-time faculty unit employees and academic administrators may engage in deliberations and make recommendations to the President regarding the evaluation of a faculty unit employee.
Evaluation criteria and procedures shall be made available to the faculty unit employee and
to the evaluation committee and the academic administrators prior to the commencement of the
evaluation process. Once the evaluation process has begun, there shall be no changes in criteria
and procedures used to evaluate the faculty unit employee during the evaluation process.
The appropriate faculty unit committee may recommend timelines for conducting evaluations.
All evaluations shall be conducted and completed within the period of time specified by the President.
The Working Personnel Action File shall be forwarded in a timely manner to the next level of review.
At all levels of review, before recommendations are forwarded to a subsequent review level,
faculty unit employees shall be given a copy of the recommendation and the written reasons therefor.
The faculty unit employee may submit a rebuttal statement or response in writing and/or request a
meeting be held to discuss the recommendation within seven (7) days following receipt of the
recommendation. A copy of the response or rebuttal statement shall accompany the Working Personnel
Action File and also be sent to all previous levels of review. This section shall not require that
evaluation timelines be extended.
Administrative Level Reviews shall be conducted by the appropriate administrators.
The Working Personnel Action File shall be forwarded to the President who shall review and
consider all materials thus submitted.
The Working Personnel Action File shall be defined as that file specifically generated
for use in a given evaluation cycle. That file shall include all required forms and documents,
all information specifically provided by the employee being evaluated, and information provided
by faculty unit employees, students, academic administrators. It shall also include all faculty
and administrative level evaluation recommendations from the current cycle, and all rebuttal
statements and responses submitted.
Materials for evaluation submitted by a faculty unit employee shall be deemed incorporated
by reference in the Personnel Action File, but need not be physically placed in the file.
An index of those materials shall be prepared by the faculty unit employee at the beginning
of the cycle and submitted with the materials. That index shall be permanently placed in
the Personnel Action File and appropriately updated to reflect any material added to the file
during the course of the evaluation cycle. Materials incorporated by reference in this manner
shall be considered part of the Personnel Action File for the actions set forth in provision
15.12c of this Article. Indexed materials shall be returned to the faculty unit employee.
Deliberations pursuant to this Article shall be confidential.
Recommendations pursuant to this Article shall be confidential except that the affected
faculty unit employee, appropriate administrators, the President, and the peer review committee
members shall have access to written recommendations.
- Prior to the beginning of the review process, the faculty unit employee subject to
review shall be responsible for the identification of materials he/she wishes to be considered
and for the submission of such materials as may be accessible to him/her. Evaluating committees
and administrators shall be responsible for identifying and providing materials relating to
evaluation not provided by the employee.
- A specific deadline before the recommendation is made at the first level of evaluation
shall be established by campus policy at which time the Personnel Action File is declared
complete with respect to documentation of performance for the purpose of evaluation.
Insertion of material after the date of this declaration must have the approval of a peer
review committee designated by the campus and shall be limited to items that became accessible
after this declaration. Material inserted in this fashion shall be returned to the initial
evaluation committee for review, evaluation and comment before consideration at subsequent
levels of review. If, during the review process, the absence of required evaluation documents
is discovered, the Working Personnel Action File shall be returned to the level at which the
requisite documentation should have been provided. Such materials shall be provided in a
- Personnel recommendations or decisions relating to retention, tenure, or promotion or
any other personnel action shall be based on the Personnel Action File. Should the President
make a personnel decision on any basis not directly related to the professional qualifications,
work performance, or personal attributes of the individual faculty member in question, those
reasons shall be reduced to writing and entered into the Personnel Action File and shall be
immediately provided the faculty member. For the purposes of this section, course assignments
shall not be considered personnel actions. However, course assignments shall not be punitive
- A request for an external review of materials submitted by a faculty unit employee may be
initiated at any level of review by any party to the review. Such a request shall document
(1) the special circumstances which necessitate an outside reviewer, and (2) the nature of
the materials needing the evaluation of an external reviewer. The request must be approved
by the President with the concurrence of the faculty unit employee.
The periodic or performance review for individuals holding a joint appointment in more than
one (1) academic department or equivalent unit shall be conducted by each department in which
the individual holds an appointment or in accordance with campus procedures may be conducted
by a committee with representation from each department in which the individual holds an appointment.
Process for Student Evaluations of Teaching
Written student questionnaire evaluations shall be required for all faculty unit employees
who teach. A minimum of two (2) classes annually for each faculty unit employee shall have
such written student evaluations. Student evaluations shall be conducted in classes representative
of the faculty unit employee's teaching assignment. The results of these evaluations shall
be placed in the faculty unit employee's Personnel Action File. Unless consultation with an
academic unit has resulted in an agreement by the administration and faculty to evaluate all
classes, the classes to be evaluated shall be jointly determined in consultation between the
faculty unit employee being evaluated and his/her department chair. In the event of disagreement,
each party shall select 50% of the total courses to be evaluated.
Students may, with the concurrence of the department and administrator, be provided an
opportunity to consult with the department peer review committee.
- Student evaluations collected as part of the regular student evaluation process shall be
anonymous and identified only by course and/or section. The format of student evaluations
shall be quantitative (e.g., "Scantron" form, etc.) or a combination of quantitative and
qualitative (e.g., space provided on the quantitative form for student comments).
- Any student communications or evaluations provided outside of the regular evaluation
process must be identified by name to be included in a Personnel or Personnel Action File.
A student evaluation program for Librarians may be developed at the campus level. If
such a program is established, the evaluation process shall be developed by a committee
comprised of faculty unit employees and administrators in the Library.
A periodic evaluation of a faculty unit employee shall normally be required for the
- Evaluation of temporary faculty unit employees (see 15.21 - 15.24).
- Evaluation of probationary faculty unit employees who are not subject to a Performance
Review (see 15.25 - 15.28).
- Evaluation of tenured faculty unit employees who are not subject to a Performance
Review for promotion (see 15.29 - 15.31).
Periodic evaluation procedures shall be approved by the President after consideration
of recommendations from the appropriate faculty committee(s). Such procedures shall, for
tenure-track faculty unit employees who teach, include, but not be limited to, student
evaluations of teaching performance, peer reviews and administrative reviews. Department
chairs may make separate recommendations as a part of the periodic evaluation process.
If such a separate recommendation is to be made the chair shall not participate as a member
of the department peer committee.
The result of each stage of the periodic evaluation process shall be a written statement.
Such statement with written rationale shall be placed in the Personnel Action File of the
faculty unit employee in accordance with Article 11, Personnel Files.
Periodic Evaluation of Temporary Faculty Unit Employees
Full-time temporary faculty unit employees appointed for two or more
semesters or three or more quarters, regardless of a break in service,
must be evaluated in accordance with the periodic evaluation procedure.
This evaluation shall include student evaluations of teaching performance
for those with teaching duties, peer review by a committee of the department
or equivalent unit, and evaluations by appropriate administrators. Evaluation
of full-time temporary Coaching Faculty Unit Employees shall include an
opportunity for peer input and evaluation by appropriate administrators.
Part-time temporary faculty unit employees appointed for two (2) or more semesters or
three (3) or more quarters, regardless of a break in service, shall be evaluated in accordance
with the periodic evaluation procedure. Such evaluations shall include student evaluations of
teaching performance for those with teaching duties, evaluations by appropriate administrators
and/or department chair, and an opportunity for peer input from the department or equivalent
unit. Evaluation of part-time temporary Coaching Faculty Unit Employees shall include an
opportunity for peer input and evaluation by appropriate administrators.
A temporary faculty unit employee appointed for one (1) semester or two (2) quarters or
less shall be evaluated at the discretion of the department chair, the appropriate administrator,
or the department or equivalent unit. The employee may request that an evaluation be performed.
A written record of periodic evaluation shall be placed in the temporary faculty unit
employee's Personnel Action File. The temporary faculty unit employee shall be provided a
copy of the written record of the evaluation.
Periodic Evaluation of Probationary Faculty Unit Employees
If a probationary faculty unit employee is subject to a Performance Review as provided
for in this Article, the Performance Review shall serve as the evaluation of the probationary
faculty unit employee.
In an academic year or work year in which a probationary faculty unit employee is not
subject to a Performance Review for retention, the probationary faculty unit employee shall
be subject to periodic evaluation.
Periodic evaluations shall be conducted by the peer review committee of the department
or equivalent unit, and the appropriate administrator. There shall be consideration of
student evaluations of teaching performance, when teaching duties have been assigned and
student evaluations are available.
A written record of a periodic evaluation shall be placed in the probationary faculty
unit employee's Personnel Action File. A probationary faculty unit employee shall be
provided a copy of the written record of the periodic evaluation.
Periodic Evaluation of Tenured Faculty Unit Employees
For the purpose of maintaining and improving a tenured faculty unit employee's effectiveness,
tenured faculty unit employees shall be subject to periodic performance evaluations at intervals
of no greater than five (5) years. Such periodic evaluations shall be conducted by a peer review
committee of the department or equivalent unit, and the appropriate administrator. For those
with teaching responsibilities, consideration shall include student evaluations of teaching
A tenured faculty unit employee shall be provided a copy of the peer committee report of
his/her periodic evaluation. The peer review committee chair and the appropriate administrator
shall meet with the tenured faculty unit employee to discuss his/her strengths and weaknesses
long with suggestions, if any, for his/her improvement.
A copy of the peer committee's and the appropriate administrator's summary reports
shall be placed in the tenured faculty unit employee's Personnel Action File.
A Performance Review of a faculty unit employee shall normally be required for
the following purposes:
- retention of a probationary faculty unit employee;
- award of tenure; and
A Performance Review shall consist of a minimum of the following reviews:
- evaluations of teaching performance, if the faculty unit employee teaches;
- peer reviews; and
- administrative reviews.
- Performance Review procedures shall be approved by the President after consideration
of the recommendations of appropriate faculty committee(s).
- Department chairs may make separate recommendations. Such recommendations shall be
forwarded to subsequent levels of review. If the chair makes a separate recommendation,
he/she shall not participate as a member of the peer committee.
Recommendation Process for Performance Review
The probationary and tenured faculty unit employees of the department or equivalent
unit shall elect a peer review committee of tenured full-time faculty unit employees for
the purpose of reviewing and recommending faculty unit employees who are being considered
for retention, award of tenure, and promotion. Probationary and tenured faculty unit
employees shall elect tenured full-time faculty unit employees to serve on higher level
peer review committee(s). When there are insufficient eligible members to serve on the
peer committee, the department shall elect members from a related academic discipline(s).
A faculty unit employee shall not serve on more than one (1) committee level of peer review.
In promotion considerations, peer review committee members must have a higher rank/classification
than those being considered for promotion. Faculty unit employees being considered for promotion
are ineligible for service on promotion or tenure peer review committees.
Department and higher level peer review committee(s) may rank-order faculty unit employees
recommended for promotion. The end result of a promotion ranking shall serve as a recommendation
to the President.
Each peer review committee evaluation report and recommendation shall be approved by a
simple majority of the membership of that committee.
The end product of each level of a Performance Review shall be a written recommendation.
Such recommendation(s) shall be placed in the working Personnel Action File of the candidate.
If any stage of a Performance Review has not been completed within the specified period
of time, the Performance Review(s) shall be automatically transferred to the next level of
review or appropriate administrator and the faculty unit employee shall be so notified.
The President shall issue a decision regarding retention, award of tenure, or promotion.
Such a decision shall be in writing and shall include the reasons for the decision.
A copy of the decision shall be provided to the affected faculty unit employee and all
levels of review. A copy of the decision shall be placed in the faculty unit employee's
Personnel Action File.
October 30, 2002