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Policy for Department Chair Evaluation[1]
- Assumptions
Chair responsibilities vary from one department/college to another. Some chairs are on ten-month appointments, others may be on twelve. Different structure and operation of colleges may cause different
expectations of chair performance. - Principal elements of commonality:
While shorter terms are possible, chairs are normally appointed
for three-year terms. The statement on Department Chairs in this Handbook specifies
the process for initial appointment and expectation of faculty participation.
- Annual evaluations of performance are an administrative responsibility
of the dean and are to be conducted.
The evaluation shall be based on annual identification of each chair's
goals and objectives, established in collaboration with the dean. The evaluation shall be conducted and completed each spring prior
to the salary adjustment process. The evaluation shall be based on actual accomplishments in relation
to previously established goals and objectives. Deans will obtain input from all departmental faculty each year using a written survey. The process shall provide for anonymity. The evaluation shall be discussed with each chair and reported to
the provost and vice president for academic affairs. A summary of the feedback will be shared by the dean with department faculty. No formal report of the annual performance evaluation shall be required
for publication to faculty.
- The three-year reappointment review process shall be conducted by the college
dean.
The process shall be conducted no later than spring semester of the
third year of the chair's term. - The process shall be designed to fit the customs and circumstances
of each college; however, in all cases:
primary criteria for reappointment review shall be discussed with
faculty of the department; all members of the departmental faculty shall be invited and encouraged
to provide individual input (anonymously if desired) in the form
of written comments on designated criteria; an appropriate survey instrument shall be developed and used in
the evaluation; all members of the faculty shall be invited to comment on the
desirability of reappointment of the chair for an additional three-year
term; the process shall be concluded with a written report from the
dean to members of the departmental faculty, summarizing important
conclusions of the evaluation and announcing the reappointment decision;
and a copy of this report shall be provided to and discussed with
the provost and vice president for academic affairs prior to reappointment.
This process need not be implemented in the case of a chair who does
not desire reappointment. In this case, an annual review would serve
to determine the salary increment. In the event that the chair does not desire reappointment, or the
dean's decision based on the evaluation is against reappointment,
the established procedure within each college for designation of a new
chair shall be implemented. (Please see section 3.a. of the Policy on
Department Chairs.)
- Summary Observations
- The principal objectives of these guidelines are to:
assure systematic and fair evaluation of chairs on a regularly
established schedule; ensure opportunity for faculty input to the evaluation process; preserve maximum flexibility for colleges in establishing details
of the procedure in keeping with the rules, customs, and needs particular
to each college; recognize the needs of colleges to establish evaluation criteria
suitable to their own operations, which criteria may vary among colleges
or even among departments within a college, or from year to year
as departmental needs and objectives may require; and reaffirm that evaluation of chairs is a collegial function that
is an administrative responsibility of deans but must involve input
from the faculty.
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