1. Post-Tenure Review

2. Post-Tenure Review Section 7a of the Regents Policy on Faculty Tenure Rules and Procedures for Annual and Special Post-Tenure Review

3. Post-Tenure Review Required annual review of tenured faculty Unit head Elected faculty committee May take place as part of the merit review

4. Post-Tenure Review Each unit must have a statement of goals and expectations relative to teaching, research, and service. Should be sufficiently clear to be able to judge whether someone has met the goals and expectations or is substantially below them

5. Goals & Expectations Might look at a rolling window of two-to- three years to look at more average performance Best if they are measureable in some way

6. G & E: Teaching Examples Scores on Student Rating of Teaching: Goal to be in the range of “agree” for all six questions for all classes No less than in the midrange of “somewhat agree” for all six questions for all classes taught in a two-year period These address being prepared, clear, providing feedback, showing respect for students, students learning, and being interested

7. G & E: Teaching Examples Peer review standards: Positive classroom observation once a year Positive review of syllabi Make curricular contributions by creating new courses, changes to majors/minors, labs, service learning, etc. - perhaps select one of these over a time period

8. G & E: Research Examples One of these over a two-to-three year window: Publish a peer-reviewed article, non-peer reviewed article, book chapter, book, etc. for submit one of these for publication Present a paper or poster at a state or national meeting Exhibit materials at a show or meeting Publish a curriculum guide Submit a grant proposal Review a book or journal article

9. G & E: Service Examples Serve on at least one department or campus committee over the time window Serve your professional association Serve a community organization

10. Unit Procedures How will the unit implement the post-tenure review policy

11. Changes over Time If a tenured faculty member has agreed with a head to redistribute his or her effort, it should be explicit and put in writing. Reduce expectations for research (but don’t eliminate them)in exchange for increases in service for example Annual review based on agreed-upon expectations

12. Head & Faculty Committee Agree – Start Post-Tenure Review Sign a joint letter Give specific examples of work not meeting the goals and expectations. Provide a personal improvement plan Give a time period over which change can be made – not less than 1 year. Provide assistance in achieving the stated goals

13. Head & Faculty Committee Agree – Start Post-Tenure Review May make a recommendation for a re-assignment of duties

14. Head & Faculty Committee Don’t Agree No personal improvement plan

15. Re-Review At end of time period, head and faculty committee re-review the faculty member identified below goals & expectations. If s/he met goals, no further action. If s/he did not meet goals, then can move to special review phase

16. Special Review Coordinated by the Dean Dean has to agree that the faculty member is below goals & expectations. Special committee formed 5 people – 1 selected by the faculty member being evaluated; other 4 elected Can be from other units

17. Special Review Committee evaluates whether the person is below goals and expectations. Outcomes: Meets goals & expectations Does not meet goals & expectations Reallocate activities New performance improvement plan leading to an annual review or a new special review Salary reduction Formal termination procedures begin