April 1990 (Revised)
Board of Regents Policy Section 9-15 establishes guidelines for periodic evaluation of
faculty. These guidelines state that procedures for review of faculty must (1) provide
safeguards for academic freedom, (2) provide for participation of faculty peers in the
review process, (3) provide for the evaluation of every faculty member at least once
every five years, and that they may (4) provide for exempting faculty who have undergone
a review for reappointment, tenure, or promotion, or who have received a merit salary
increase during the five-year period. The policy further calls for the development of
procedures for such review that incorporate these principles.
|
Evaluation can be a positive force when used to encourage Community College
faculty members to continue their professional growth and thereby improve the delivery of
their professional services. To this end, institutional resources must be committed to
incentive programs which support faculty development in the areas of teaching and service.
Resources should also be made available to encourage appropriate forms of community
college based research.
Evaluation of faculty must not undermine the concepts of academic freedom and tenure,
which are essential to the University. There is a presumption of competence on the part
of each tenured faculty member. Thus the evaluation process must operate independently
of an individual faculty member's tenured status.
The review undertaken within the evaluation process must reflect the nature of the
individual's field of expertise and must conform to fair and reasonable expectations as
recognized by faculty peers in each Division or Discipline. The review will not be
conducted in an arbitrary or capricious manner and will be in accordance with agreed
upon procedures.
The purpose of the self-assessment and review of faculty is to improve the overall
instruction of and/or service to students and the service to the community by the faculty,
and to increase awareness among students and in the community of the resources available
to them within the Community College faculty.
|
- The Community College Classification Guideline give general
statements of the duties and responsibilities, as well as, the minimum
qualification for each class and range of faculty. The faculty of each
Division* are encouraged to develop statements more specific to their
own units which make clear the reasonable professional expectation of
faculty, provided the these do not exceed the expectations used for
granting tenure or promotion. These expectations, whether those
contained in the Community College Classification Guidelines or those
specific to a given Division, should be brought to the attention of all
faculty members in the Division and new members when they join the Division.
- Faculty members are in a unique position to know the full range
of their professional activities. To assure that the self-assessment
and review fairly and accurately reflect a faculty member's performance,
each faculty member should keep on file an up-to-date curriculum vitae,
resume', or other "academic profile" appropriate to her/his field of
endeavor, which includes information as appropriate on their teaching,
service, or other professional activities, including research where
appropriate. These documents may serve as the basis for the
self-assessment and review, or the faculty member may choose to use
the form provided through the Office of the Chancellor for community
Colleges. This should be considered part of the routine collection of
information for use by the Community Colleges.
- Before the close of each academic year, the Division Chair, in
consultation with the Provost, will determine the list of faculty
members whose work has not been reviewed for contract renewal,
promotion, tenure, or receipt of a merit salary increase during the
preceding five years, and who are therefore due to have their
professional activities reviewed during the coming academic year. By
May 1 the Division Chair will notify each faculty member on the list,
and will solicit from the faculty member any information beyond that
on file (concerning, for example, work in progress or activities
scheduled for the year) which the faculty member wishes brought to the
attention of those reviewing her/his professional activities. All
such information should be in the Division Chair's Office by September
15 of the academic year in which the review is to be conducted.
- In the case of faculty members providing instruction at more than one campus,
the review will be confined to the home campus of the faculty member.
- Each year at least 20% of the eligible faculty will be evaluated in order of
length of time since their last evaluation with faculty not being evaluated for the
longest period of time being evaluated first. Faculty members wishing to complete
a self-assessment may do so prior to their scheduled review period. Such an
assessment and review will meet the requirements that a faculty member be evaluated
every five years.
- Faculty who will be retiring within two years of their scheduled
evaluation date shall be permitted to defer their evaluation for up to
two (2) years provided that they submit a letter to the Provost,
indicating their intention to retire.
- The Division Chair will review the record made available for each
faculty member scheduled for evaluation.**
- When the Division Chair determines that the professional activities
of a faculty member being evaluated meet reasonable expectations as
recognized by the faculty of the Division, she/he will so inform the
faculty member and the appropriate Dean's supervisor (e.g. Dean of
Instruction).
- When the Division Chair determines that the professional activities
of a faculty member being evaluated do not meet reasonable
expectations as recognized by the faculty of the Division, the Division
Chair will confer with the faculty member to develop a mutually agreeable
plan for meeting divisional expectations. The Dean of Instruction or
Dean of Student Services (as appropriate) will be informed of the plan
that has been agreed upon. (See FACULTY DEVELOPMENT PROGRAM below.)
- Where such a plan cannot be agreed upon, or where the faculty
member does not concur with the determination of the Division Chair,
the Dean of Instruction or Dean of Student Services (as appropriate)
will be informed and will attempt to mediate the matter and arrive at
a plan or a revised determination that can be agreed upon by the three
parties: the faculty member, the Division Chair, and the Dean of
Instruction or Dean of Student Services.
- Where there remains disagreement as to whether the professional
activities of the faculty member meets reasonable expectations as
recognized by the faculty of the Division, the question will be
referred to the Provost of the College. The Provost will convene a
Campus Faculty Review Committee, the members of which will be three in
number and appointed as follows: the Provost shall appoint one (1)
member (who also shall chair the Committee); the faculty member shall
appoint one member, and the President of University of Hawaii
Professional Assembly (UHPA) shall appoint one member. The Committee
will review the question, meet with the faculty member and appropriate
administrators, and render the final decision. The decision shall be
submitted to the Provost and the faculty member within thirty (30)
days after the date on which the Committee convened.
In those cases where the Committee decides that the faculty member is
in fact meeting reasonable expectations as recognized by the faculty
of the Division, this decision will be reported to the three parties,
and the review will be considered to have been completed. In those
cases where the Committee decides that the faculty member is not
meeting reasonable expectations, the decision will be reported to the
three parties, who will attempt to arrive at a plan for meeting
expectations that they can agree upon.
|
It is recognized that the plans developed by faculty members in consultation with
the Chair of the Division, the Dean of Instruction or the Dean of Student Services may
call for a variety of activities that require special resources, e.g., leaves of various
types, attendance at special workshops or institutes, assistance in the preparation of
grant applications, availability of computer hardware or software or training in the use
of the same, or special assistance in new approaches to teaching. A successful plan will
require both initiative on the part of the faculty member and the assurance that every
effort is made to provide the necessary support out of available University resources.
Supervision of faculty evaluation will be in the Office of the Provost of each campus.
The Office of the Chancellor for Community Colleges will provide staff support to the
Community College Staff Development Committee.
|
