Policy Number: 111
Faculty performance evaluation
- Date Reviewed:
- August 2016
- Responsible Office:
- Office of the Executive Vice President & Chief Academic Officer
- Responsible Executive:
- Executive Vice President & Chief Academic Officer
I. POLICY AND GENERAL STATEMENT
The University of Texas Health Science Center at Houston (“university”) supports a system of periodic performance evaluation of all faculty for the purposes of enhancing the productivity of the individual faculty member, facilitating the professional development of the faculty member, and encouraging, assisting, and guiding the faculty member toward achieving career goals. This review process allows each faculty member to discuss and plan goals, aspirations and needs with the department chair/vice chair/division director or equivalent, and to relate them to the goals and missions of the department, school and university. Such a process will ultimately benefit not only the individual, but also the department/unit, school and university through increased faculty productivity.
All faculty will be reviewed annually. Further, a comprehensive review will be performed every six years for all tenured faculty.
This policy establishes minimum criteria for the faculty review process with further details to be specified by the individual schools or units. The dean or administrative equivalent of each school or unit will review the faculty evaluation process at least every two years for accordance with the university’s policies and forward the updated process to the Chief Academic Officer (CAO). The school review process will then be reviewed every two years by the CAO in consultation with the Interfaculty Council to confirm it is in accordance with the university’s policies and procedures.
Department chairs/equivalents must make and implement strategic plans to encompass goals and outcome measures to ensure an ongoing focus on recruitment, development, career planning and succession planning for faculty.
A. New Faculty
1. New faculty should be appointed to the appropriate track based on the individual's qualifications and experiences. Institutional needs must be taken into account when appointing faculty to the tenure track. The tenured faculty should be those core individuals necessary to carry out the academic missions of the university. Refer to HOOP Policy 115 Faculty Tenure.
2. Letters of offer from the departmental chair/equivalent will set forth general expectations and assignments. New junior faculty appointed to tenure-track positions will be given university and department statements about requirements for scholarship and the amount of time that will be available for scholarly activities at the time of their appointment. Assignments may be modified over time as institutional needs change.
3. Department chairs/vice chairs/division directors or equivalents will provide new faculty with the guidelines for establishing rank and tenure, guidance from a designated faculty development officer or mentor, access to the school's policies and procedures and the Handbook of Operating Procedures (HOOP), and the acceptable format for preparation of a curriculum vitae.
B. Annual Review
1. Non Tenure-track Faculty: Detailed procedures regarding annual reviews of non-tenure track faculty are contained in the Annual Review Procedures for Non-tenure Track Faculty.
2. Tenured and Tenure Track Faculty: Detailed procedures regarding annual reviews of tenured and tenure track faculty are contained in the Annual Review Procedures for Tenured and Tenure Track Faculty.
C. Six-Year Review
Detailed procedures regarding six-year reviews of tenured faculty are contained in the Six-Year Review Procedures.
|Office of the Executive Vice President & Chief Academic Officer||713-500-3082|