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Faculty Evaluation Process

Tenure Track

In the fall of each of their first two years of employment, faculty members are evaluated by a team of three colleagues (see the Faculty Contract, H 2.2). The evaluations are based on three factors: teaching effectiveness, scholarship or research, and service. Evaluation teams sit in on classes, examine student evaluation forms, offer guidance on progress in scholarly activities, and assess the new faculty member’s service record. Input from the faculty member’s department is also considered.

Decisions on tenure, promotion, and other matters are made by the Professional Practices Committee (PPC), as described above. The most important factor in these decisions is the PPC file, which is created and maintained by the faculty member and contains supporting documents for the key areas of teaching effectiveness, professional activity, and University and departmental service. Teaching performance is measured by student evaluations, evaluation team classroom visits, IERs, innovative practices and/or materials, and other relevant information counts for 50% of the overall PPC score. Scholarship/research and service make up the remainder and can be weighted somewhat flexibly according to the faculty member’s wishes. Scholarship must count for at least 20% but no more than 30% of the total score, with service making up the remaining points.


The evaluation process for lecturers is described in section D.33 of the Faculty Contract.

The duties of a lecturer include teaching and departmental service, initial appointments for one year.

If lecturers are reappointed, contracts are renewed in two-year increments until a total of five years of employment have elapsed, whereupon the contracts are renewed in five-year increments.

Lecturers are evaluated during the year prior to contract renewal. In the initial years of the appointment (first, third and fifth), an evaluation team is assembled to evaluate teaching and service according to the criteria described in the Faculty Contract (sections H 1.2.1 and H 1.2.3). After that (in the ninth, thirteenth, and subsequent renewal cycles), the evaluation involves only a departmental IER and the Dean’s recommendation. As members of the faculty bargaining unit, lecturers receive the same annual percentage raises as all faculty members.