1. Evaluation Criteria:
a. 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.
b. Professional activity is judged on the basis of scholarly or creative activity (File 167.8); presentations; publications; sabbatical and leave study; exhibits; performances; membership and leadership roles in professional societies and attendance at meetings and conferences; 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.
c. 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.
d. 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:
a. Probationary faculty will be evaluated each fall for the previous contract year; faculty in their first year at Furman will be evaluated in spring semester by the department chair and the Vice President for Academic Affairs and Dean.
b. Tenured faculty will be evaluated every other fall based on the two previous contract years.
c. In the interest of equity and to bring them into alignment with the biennial tenured faculty evaluation cycle, faculty members whose tenure becomes effective in odd-numbered years must submit one additional one-year evaluation in that year. The resulting merit category applies to the following two years.
d. 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.)
e. The faculty member shall have the opportunity to read the chair's evaluation.
f. The chair's evaluation shall reflect the judgment of tenured members of the department.
g. The evaluation of the department chair as a faculty member shall be done by the Vice President for Academic Affairs and Dean.
h. The Faculty Status Committee shall submit its recommendations for merit categories and salary increases to the Dean of the Faculty, who subsequently makes salary recommendations to the Vice President for Academic Affairs and Dean.
h. The Vice President for Academic Affairs and Dean shall report to the Faculty Status Committee in those cases where administrative action differs from the recommendations of the Committee.