DIXIE STATE COLLEGE OF UTAH
POLICIES AND PROCEDURES MANUAL
|Policy No: 48|
Policy: CONTINUING STATUS / POST-TENURE REVIEW
3- 48 CONTINUING STATUS / POST-TENURE REVIEW POLICY
Purpose: Post-tenure review is intended to monitor, evaluate, and facilitate continued faculty development consistent with fulfillment of the College mission and goals. Assessment and accountability are ensured and enhanced by regular, comprehensive evaluation of each faculty memberís performance in all aspects of his/her role.
Continuing Status / Post-Tenure Review: Tenured and continuing status faculty shall undergo a review at least once every five (5) years. Faculty members who have not applied for rank advancement within the previous five (5) years, or who received terminal rank five (5) years previous, shall undergo a continuing review. The basic standard for appraisal shall be the competent and conscientious discharge of duties as specified by the faculty memberís assignment, as well as established departmental or school standards.
Incorporating and building on other regular reviews such as student, administrator, peer, and self, the continuing review process is intended to assess the expectation that faculty exhibit continued achievement of professional goals, ongoing professional development, and maximum contributions to the College, particularly in the areas of teaching effectiveness, scholarly effort, service, and professionalism.
Upon implementation of this policy, reviews for faculty will be scheduled on a staggered basis until all faculty can be placed on a five-year rotation, beginning with faculty with the longest interim since a previous review.
Reviews can be delayed for a year for various reasons, but such delays require the agreement of the department chair, dean/associate dean, and Vice President of Academic Services.
The continuing status / post-tenure review process is not the same as the process of applying for tenure or promotion. Nothing in this process should construe jeopardy to the faculty member under review. The standard for dismissal from a tenured or continuing status position remains just cause. While evidence used in the continuing status / post-tenure review might also be used in construction of cause for dismissal, in no case does the burden of proving cause for dismissal shift to the faculty member having to show cause for retention. The academic freedom of the faculty member being reviewed shall be protected throughout the review process.
The review process will be conducted with all reasonable effort in maintaining confidentiality throughout and after the review process. However, absolute confidentiality is not and cannot be guaranteed.
Review Portfolio: Each member of the faculty is responsible for maintaining an up-to-date and complete professional portfolio based on current institutional guidelines formulated by the College Retention, Promotion, and Tenure Committee. The portfolio is the primary source of information for the College Post-Tenure Review Committee. Standards may differ based on appointment, discipline, rank, etc. However, all portfolios should contain thorough documentation covering at least the five years immediately prior to the review, and typically including at least the following:
Report(s) from previous continuing status / post-tenure review, or, if the faculty member is undergoing the first review after tenure award and/or promotion, documentation from Division and College Promotion and Tenure committees, Dean, and Vice-President of Academic Services regarding that application.
Current position description and vita.
Evaluations from administrative supervisors, peers, and oneís self.
Recommendations from supervisors (chair, dean/associate dean).
Evidence of teaching competence, pedagogical innovation and improvement, curriculum development, and student evaluations of instruction
Evidence of continued professional development.
Evidence of service to the institution, including student advising, faculty governance, and academic planning and administration, often typified by active committee work.
Evidence of service to outside organizations within the profession or service to the community designed to advance the mission of the College.
As desired, evidence of scholarship, research, and creative accomplishments complementary to the individualís disciplinary assignment.
Committee: The College Post-Tenure Review Committee, consisting of tenured faculty, shall perform continuing reviews.
The non-voting chair of the College Post-Tenure Review Committee will be jointly selected from the tenured faculty of full rank (full professor) by the Vice-President of Academic Services and the Faculty Senate President. The chair shall serve in this capacity for three (3) years and may not be reappointment for a second term immediately after the first.
Department chairs, associate deans, and deans are not eligible to chair or be members of the College Post-Tenure Review Committee during their appointments.
No supervisor of a faculty member under review may participate in the committeeís review, other than in the form of administrative evaluations included in the faculty memberís file and letters written at the faculty memberís request.
No faculty member scheduled for a review by the College Post-Tenure Review Committee may serve on the committee during that year.
The College Post-Tenure Committee shall be comprised of five (5) full rank (full professor) tenured faculty with appropriate representation from various academic areas.
The five (5) committee members will be elected for three (3) year terms on a staggered basis, with no more than three (3) of the committee positions scheduled for election in a given year.
Elections will be held by the Faculty Senate, and all full-time, tenured, tenure-track, continuing status, and probationary continuing status faculty are eligible to vote.
Review and Report Process:
The faculty member under review shall submit his or her file to the chair of the College Post-Tenure Review Committee by October 1 in the fifth year since the previous review or advancement in rank, or sooner if required by a Faculty Development Plan.
Not later than December 1, the College Post-Tenure Review Committee shall respond with a written report to the faculty member being reviewed, to the department chair, and to the dean/associate dean.
The written report shall include the conclusion of the committee as to whether the faculty member being reviewed is meeting or exceeding standards and therefore receives a favorable review, or whether there are substantive concerns or deficiencies which the faculty member must correct and therefore receives an unfavorable review, as well as the bases for conclusions.
The faculty member under review has the opportunity to send a response with comments and/or challenges regarding the report to the Vice President of Academic Services not more than 10 days after the report was sent.
Not later than February 15, the Vice President of Academic Services shall prepare a final recommendation to the President with respect to the continuing status/post-tenure review, including his/her recommendation regarding a salary increase, and a copy shall be sent to the faculty member.
Typically, and based on the Faculty Salary Schedule (Policy 3-18) and available funding, faculty receiving favorable reviews receive a 2% increase in base salary to begin July 1.
An individual faculty member may receive only one continuing review increase in any five (5) year period of time.
An individual faculty member may not receive more than a total of 10% in continuing status/post-tenure review and rank advancement increases within a five (5) year period of time.
If a faculty member receives a rank advancement increase, s/he may not receive a continuing status increase for five (5) years.
If a faculty member receives a continuing status increase, any rank advancement increase s/he receives within the following five (5) years will be decreased by 2%.
Such limits exclude equity increases and COLA adjustments.
If the review is unfavorable, the faculty member, working with the appropriate department chair and dean/associate dean, shall develop a written Professional Development Plan, addressing strategies and actions for correcting noted deficiencies during the next year.
The Professional Development Plan must be submitted to the Vice President of Academic Services by March 15 and approved by April 15.
In no case shall a Professional Development Plan limit the institutionís ability to implement the Faculty Termination policy.
Faculty member delivers portfolio to chair of College Post-Tenure Review Committee
October 1 of fifth year since previous review
Chair of College Post-Tenure Review Committee sends written report to faculty member under review
Faculty member being reviewed responds as desired
10 days after report was sent
Vice President Academic Services report including salary increase recommendation to President