The university of Texas at Austin

Executive Sponsor: Executive Vice President and sProvost

November 13, 1997

The following constitutes the implementation at The University of Texas at Austin of the UT System "Guidelines for Periodic Performance Evaluation of Tenured Faculty" (approved November 14, 1996; amended August 14, 1997):

1. The purpose of the sixth-year period performance evaluation is to assess whether the tenured faculty member is making a contribution consistent with that expected of a tenured faculty member. These contributions can vary widely in terms of individual professional responsibilities. They can be 100% administrative. They can include teaching in more than one program, and they can include substantial duties in advising students. In each and every case, the focus of the review needs to be commensurate with the specific professional responsibilities the faculty member has been assigned. For faculty members performing substantial duties outside their department, the evaluation committee shall consider information from University personnel who are familiar with the faculty member's performance outside the department.

2. Every department (or non-departmentalized college or school) shall, through an appropriate faculty committee, conduct an annual review of all its faculty. This review may be conducted in connection with the determination of merit raises. Faculty members shall provide an annual report and evidence of teaching quality. Faculty may also provide further evidence of research and publication, service, and other professional or creative activities. Each faculty member will be informed in writing of the result of the review. (See HOP 2-2160, Recommendations Regarding Faculty Compensation, Faculty Promotion, Tenure, Renewal of Appointment, or Non renewal of Appointment.)

3. In addition, tenured faculty will be evaluated every six years. This evaluation shall be combined with the sixth annual review; reasonable individual notice of at least six months of intent to evaluate will be provided by the department chair (or equivalent). At a reasonable time prior to the evaluation, the department shall give the faculty member a copy of previous annual reports, statistical summaries of student teaching evaluations for the review period, and the results of previous annual reviews for the evaluation period. The faculty member shall submit a resume and annual report, and may provide any additional materials he or she wants considered.

4. The six-year evaluation will be carried out by an appropriate faculty committee at the level of the department. Faculty who are budgeted 50% in two departments shall designate one department as the locus for the evaluation. Evaluation shall include review of the resume, student evaluations of teaching for the review period, annual reports for the evaluation period, and all materials submitted by the faculty member. Upon his or her request, the faculty member will be provided with the opportunity to meet with the evaluation committee. The evaluation shall address itself to the specific professional responsibilities the faculty member has been assigned. The chair of the department shall communicate the result of the evaluation in writing to the faculty member and to the dean for review and appropriate action in accordance with the UT System Guidelines for Period Evaluation of Tenured Faculty (approved by the Board of Regents on November 14, 1996; amended on August 14, 1997). The results of the satisfactory evaluation shall be taken into account in determining merit raises and other forms of recognition.

5. If the result of the evaluation is unsatisfactory and the dean determines that more intensive evaluation of a faculty member is needed, or if the faculty member requests it, the dean, in consultation with the tenured faculty in his or her college or school, shall appoint a peer committee whose members shall be representative of the college or school and who will be appointed on the basis of their objectivity and academic strength. In colleges or schools without departments, the committee that conducted the initial evaluation may be asked to continue, or a new committee may be appointed. In all colleges and schools, the committee appointed to perform the more intensive evaluation shall have a membership different from that of the promotion and tenure committee, and shall comprise only faculty of the same or higher rank as the faculty member being reviewed. The committee may request further information from the faculty member under evaluation. Upon his or her request, the faculty member will be provided with the opportunity to meet with the evaluation committee. The committee shall report its findings within six months of its being constituted. The result of the evaluation will be communicated in writing to the faculty member, and to the department chair and the dean for review and appropriate action in accordance with the UT System Guidelines for Periodic Performance Evaluation of Tenured Faculty (approved by the Board of Regents on November 14, 1996; amended on August 14, 1997).

6. Variances: The six-year evaluation may be deferred in rare circumstances, such as overlap with approved leave, comprehensive review for tenure and promotion, or appointment to an endowed position. Except for overlap in the sixth year, periods when a faculty member is on leave will count toward the six-year requirement. No evaluation of a tenured faculty member may be deferred more than one year. "Tenured faculty member" means every tenured member of the faculty, regardless of responsibilities performed.

7. Phase-in: The periodic evaluation of tenured faculty process will be phased in over six years, beginning with the Fall semester 1998. Approximately one-sixth of the present tenured faculty in each department shall be evaluated each year. The year in which each faculty member is first evaluated shall be determined either randomly or by other lawful means approved by at least two-third of the departmental tenured faculty, with the following exception: a faculty member appointed with or promoted to the rank of Associate professor or Professor after the 1991-1992 academic year shall be evaluated every six years after his or her initial appointment or promotion. For administrators whose administrative appointment is reviewed every sixth year, the periodic evaluation for tenured faculty shall be scheduled in the same year. The two evaluations shall be coordinated to the extent possible.

8. Monitoring: The Committee of Counsel on Academic Freedom and Responsibility is charged with monitoring this review process and with reporting its findings annually to the Faculty Council and the UT Austin administration. If its findings warrant, the Committee shall recommend revisions of the procedures for annual reviews and period performance evaluation of tenured faculty at UT Austin, the UT System Guidelines for Periodic Performance Evaluation of Tenured Faculty, or both.

Previously HOP 3.14