152.2 Evaluation of Faculty
|Created by: Pat Teague on 2/5/1999|
|Category: 1 - Academic Affairs; 50 - Faculty Status|
|Originator: Academic Administration and Faculty Status Committee|
|Current File: 152.2|
|Adoption Date: 10/14/1996|
|Reviewed for Currency: 9/28/1998|
|Replaces File: 152.2|
|Date of Origin: 11/12/1975|
|In Archive? Yes|
152.2 Evaluation of Faculty
Furman University uses evaluations of faculty members as a basis for decisions concerning salary increases. In conjunction with other pertinent data, evaluations are also used in decisions about contract renewals, promotions, and tenure awards.
Each faculty member shall be evaluated regularly on the bases of teaching effectiveness, professional activity, and institutional service. Also considered are devotion to duty, professional ethics, university citizenship, and, as appropriate, community service.
1. Evaluation Criteria:
Teaching effectiveness is the most important criterion. Factors used to evaluate teaching effectiveness include classroom performance, preparation for classes, testing and grading, attitude toward students and teaching, student opinions (File 122.2), and willingness to work with students. Professional activity is judged on the basis of scholarly or creative activity (File 167.8); presentations; publications; sabbatical and leave study; exhibits; performances; leadership, membership, and attendance at professional societies; grants written or received; and professional exchange with colleagues in other disciplines or at other institutions. Other factors to be considered are development of new courses and further study or projects designed to improve teaching effectiveness. Institutional service includes significant service to one's department as well as to the university at large. Faculty will be evaluated on their performance of duties in support of the university through committee work, student advising, positions of responsibility, and assistance with university functions. Devotion to duty, professional ethics, and university citizenship will be considered (Files 122.1, 137.8). The faculty member's participation in civic, political, cultural and religious activities in the community may also be taken into account.
2. Evaluation Procedures:
Untenured faculty will be evaluated each fall for the previous contract year; tenured faculty will be evaluated every other fall for the two previous contract years. Faculty in their first year at Furman will be evaluated in January. Forms prepared by the Faculty Status Committee will be used for the evaluation process. These forms will include the faculty member's self-report as well as the chair's evaluation. (Refer to Exhibit D The faculty member shall have the opportunity to read the chair's portions of the report. The chair's report shall reflect the judgment of tenured members of the department. The evaluation of the department chair as a faculty member shall be done by the Faculty Status Committee. The Faculty Status Committee shall submit its recommendations for merit salary increases to the Vice President for Academic Affairs and Dean who subsequently makes salary recommendations to the President. The Dean shall consult with the Faculty Status Committee in those cases where administrative action differs from the recommendations of the committee.