Department Evaluation of Non-Tenured Faculty. The Department Chairperson, after consultation and input from the tenured members of the Department, will meet annually with each non-tenured faculty member, during the spring semester, to review that faculty member's professional growth. (If the Department Chairperson is not tenured, his/her evaluation will be conducted according to Article 20.3(d).) In every case, the Department Chairperson and the non-tenured faculty member will have a shared responsibility to ensure that such an evaluation takes place. This annual evaluation will include a discussion of the faculty member's professional performance, a review of his/her tenure eligibility and probationary status, a review of his/her career plans, a discussion of the additional support the faculty member may require, and where appropriate, an action plan to correct deficiencies, and to ensure professional growth. At the conclusion of each meeting, the Chair will prepare a written summary. The faculty member may indicate, in writing, any differing opinions about the content of the summary statement. Such written opinion will become part of the summary statement. The statement(s) will become part of the Official Personnel File maintained by the Administration. The Department and faculty member will each retain a copy of the statement(s). By April 30 of each year, the Department Chairperson will forward all evaluations to the Xxxx, and certify that they have been completed, or explain the reason(s) for any missing evaluations. By May 31 of each year, the Xxxx will forward all evaluations to the Xxxxxxx and Vice President for Academic Affairs for inclusion in the faculty members’ official personnel files. In addition, first year faculty will meet during their first semester of service with the Department Chairperson. This meeting between the Department Chairperson and new faculty member will include a discussion of the faculty member's professional performance, a review of his/her career plans, a discussion of the additional support the faculty member may require, and a discussion, for tenure track faculty members, of the Department’s expectations of the faculty member during the probationary period. At the conclusion of the meeting, the Chair will prepare a written summary which will be shared with the new faculty member. This formative summary will not become part of the new faculty member's personnel file.
