Common use of Initiating Post-tenure Review Clause in Contracts

Initiating Post-tenure Review. If a majority of the department faculty members indicate that a faculty member “Does Not Meet Expectations” in teaching, scholarly activity, or service, then a deficit has been identified during the biennial review process and, as such, the Chair must initiate the post-tenure review process. The Xxxx may independently initiate the post-tenure review process, if the faculty member's performance indicates a serious deficit in teaching, scholarly activity, or service. 1. The faculty member will be notified by the Chair within ten (10) days of the completion of the evaluations that a comprehensive review of his or her performance will begin. The faculty member will then have ten (10) days to respond to the Chair regarding the call for post-tenure review. The faculty member’s response shall include a narrative addressing the concerns raised and any evidence relevant to the call for a review. 2. Within twenty-five (25) days of the notification, the Chair will submit the Biennial Report of Faculty Activities (see Article 23.2.1) and any other relevant materials, including the faculty member’s response to the call for post-tenure review, the results of the peer reviews and student evaluations to the Faculty Affairs Committee via the Committee Chair. Any member of the Faculty Affairs Committee, who is from the same department or school (that does not have departments) as the faculty member under review, shall not serve on the Committee. If the deficit in performance is in the area of teaching, at least two members of the Faculty Affairs Committee shall conduct classroom observations. Such observations will be conducted with full knowledge of the affected faculty member. The affected faculty member shall be given at least twenty-four (24) hours’ notice that a classroom observation is to be made. If there are previously scheduled exams or class activities, i.e., field trip or guest lecturer, that do not lend themselves to classroom observation, the class will be observed at another time. If the performance deficit occurs in research and service, the Faculty Affairs Committee will do an evaluation based on the materials submitted. After all evidence has been presented to and reviewed by the committee, the committee shall submit a recommendation to the Chair and Xxxx that indicates whether or not to place the faculty member on probation. If the committee finds that there is no serious performance deficit, the process is halted. If the recommendation is for probation and the Chair and Xxxx xxxxxx, the faculty member will be informed that a two-year probationary period has begun. A remedial program will be developed by the Chair and Xxxx, based on specific problems identified by the Faculty Affairs Committee. This program and the procedures for evaluating progress will be developed in consultation with the faculty member. The Chair, in consultation with the department faculty members, shall appoint a mentoring team of three members. This mentoring team shall meet with the faculty member. It is the responsibility of the Chair to ensure that this process is followed. It is the responsibility of the faculty member to actively cooperate in this process. Failure to cooperate could mean moving immediately to Step 3. 3. Biennial evaluations will be sent to the Faculty Affairs Committee each year during the two-year probationary period addressing the area(s) where a deficit was identified. If the Committee finds that the faculty member has failed to demonstrate sufficient improvement at the end of the two-year probationary period, this will be reported to the faculty member and his or her department peers, Chair, and Xxxx. Within ten (10) days of this notification, the faculty member may appear before the Faculty Affairs Committee to appeal the findings, if the faculty member so chooses. The Faculty Affairs Committee would then hold a formal hearing. a. If the Faculty Affairs Committee finds that the performance deficit has been eliminated, the faculty member will be removed from probation after the two-year probationary period has expired. This will end the faculty member's probation. b. If a majority of the Faculty Affairs Committee supports the findings of a serious performance deficit, its decision, along with the findings, will be placed in the faculty member's personnel file and forwarded to the Chair and the VPAA for review and recommendation to the President. This recommendation may lead to loss of tenure and termination of his or her appointment at the University, or continued probation. c. If the President's decision is to remove tenure and to terminate the appointment, the dismissal may be appealed by the faculty member according to the process outlined in Article 28.6. d. If the faculty member was placed on probation for performance deficits in teaching and successfully completes the probationary period, but in subsequent years, again displays performance deficits in teaching, the faculty member's employment will be terminated. If the faculty member was placed on probation for performance deficits in research and service and successfully completes the first year of probation, but then during the second year, the faculty member again displays performance deficits, the faculty member is automatically placed on an additional one-year probationary period. However, if in subsequent years, the faculty member again displays performance deficits in research and service, his or her employment will be terminated.

Initiating Post-tenure Review. If a majority of the department faculty members indicate that a faculty member “Does Not Meet Expectations” in teaching, scholarly activity, or service, then a deficit has been identified during the biennial review process and, as such, the Chair must initiate the post-tenure review process. The Xxxx may independently initiate the post-tenure review process, if the faculty member's performance indicates indicate a serious deficit in teaching, scholarly activity, or service. 1. The faculty member will be notified by the Chair within ten (10) days of the completion of the evaluations that a comprehensive review of his or her performance will begin. The faculty member will then have ten (10) days to respond to the Chair regarding the call for post-tenure review. The faculty member’s response shall include a narrative addressing the concerns raised and any evidence relevant to the call for a review. 2. Within twenty-five (25) days of the notification, the Chair will submit the Biennial Report of Faculty Activities (see Article 23.2.1) and any other relevant materials, including the faculty member’s response to the call for post-tenure review, the results of the peer reviews and student evaluations to the Faculty Affairs Committee via the Committee Chair. Any member of the Faculty Affairs Committee, who is from the same department or school (that does not have departments) as the faculty member under review, shall not serve on the Committee. If the deficit in performance is in the area of teaching, at least two members of the Faculty Affairs Committee shall conduct classroom observations. Such observations will be conducted with full knowledge of the affected faculty member. The affected faculty member shall be given at least twenty-four (24) hours’ notice that a classroom observation is to be made. If there are previously scheduled exams or class activities, i.e., field trip or guest lecturer, that do not lend themselves to classroom observation, the class will be observed at another time. If the performance deficit occurs in research and service, the Faculty Affairs Committee will do an evaluation based on the materials submitted. After all evidence has been presented to and reviewed by the committee, the committee shall submit a recommendation to the Chair and Xxxx that indicates whether or not to place the faculty member on probation. If the committee finds that there is no serious performance deficit, the process is halted. If the recommendation is for probation and the Chair and Xxxx xxxxxx, the faculty member will be informed that a two-year probationary period has begun. A remedial program will be developed by the Chair and Xxxx, based on specific problems identified by the Faculty Affairs Committee. This program and the procedures for evaluating progress will be developed in consultation with the faculty member. The Chair, in consultation with the department faculty members, shall appoint a mentoring team of three members. This mentoring team shall meet with the faculty member. It is the responsibility of the Chair to ensure that this process is followed. It is the responsibility of the faculty member to actively cooperate in this process. Failure to cooperate could mean moving immediately to Step 3. 3. Biennial evaluations will be sent to the Faculty Affairs Committee each year during the two-year probationary period addressing the area(s) where a deficit was identified. If the Committee finds that the faculty member has failed to demonstrate sufficient improvement at the end of the two-year probationary period, this will be reported to the faculty member and his or her department peers, Chair, and Xxxx. Within ten (10) days of this notification, the faculty member may appear before the Faculty Affairs Committee to appeal the findings, if the faculty member so chooses. The Faculty Affairs Committee would then hold a formal hearing. a. If the Faculty Affairs Committee finds that the performance deficit has been eliminated, the faculty member will be removed from probation after the two-year probationary period has expired. This will end the faculty member's probation. b. If a majority of the Faculty Affairs Committee supports the findings of a serious performance deficit, its decision, along with the findings, will be placed in the faculty member's personnel file and forwarded to the Chair and the VPAA for review and recommendation to the President. This recommendation may lead to loss of tenure and termination of his or her appointment at the University, or continued probation. c. If the President's decision is to remove tenure and to terminate the appointment, the dismissal may be appealed by the faculty member according to the process outlined in Article 28.6. d. If the faculty member was placed on probation for performance deficits in teaching and successfully completes the probationary period, but in subsequent years, again displays performance deficits in teaching, the faculty member's employment will be terminated. If the faculty member was placed on probation for performance deficits in research and service and successfully completes the first year of probation, but then during the second year, the faculty member again displays performance deficits, the faculty member is automatically placed on an additional one-year probationary period. However, if in subsequent years, the faculty member again displays performance deficits in research and service, his or her employment will be terminated.be

Initiating Post-tenure Review. If a majority of the department faculty members indicate that a faculty member “Does Not Meet Expectations” in teaching, scholarly activity, or service, then a deficit has been identified during the biennial review process and, as such, the Chair must initiate the post-tenure review process. The Xxxx may independently initiate the post-tenure review process, if the faculty member's performance indicates indicate a serious deficit in teaching, scholarly activity, or service. 1. The faculty member will be notified by the Chair within ten (10) days of the completion of the evaluations that a comprehensive review of his or her performance will begin. The faculty member will then have ten (10) days to respond to the Chair regarding the call for post-tenure review. The faculty member’s response shall include a narrative addressing the concerns raised and any evidence relevant to the call for a review. 2. Within twenty-five (25) days of the notification, the Chair will submit the Biennial Report of Faculty Activities (see Article 23.2.1) and any other relevant materials, including the faculty member’s response to the call for post-tenure review, the results of the peer reviews and student evaluations to the Faculty Affairs Committee via the Committee Chair. Any member of the Faculty Affairs Committee, who is from the same department or school (that does not have departments) as the faculty member under review, shall not serve on the Committee. If the deficit in performance is in the area of teaching, at least two members of the Faculty Affairs Committee shall conduct classroom observations. Such observations will be conducted with full knowledge of the affected faculty member. The affected faculty member shall be given at least twenty-four (24) hours’ notice that a classroom observation is to be made. If there are previously scheduled exams or class activities, i.e., field trip or guest lecturer, that do not lend themselves to classroom observation, the class will be observed at another time. If the performance deficit occurs in research and service, the Faculty Affairs Committee will do an evaluation based on the materials submitted. After all evidence has been presented to and reviewed by the committee, the committee shall submit a recommendation to the Chair and Xxxx that indicates whether or not to place the faculty member on probation. If the committee finds that there is no serious performance deficit, the process is halted. If the recommendation is for probation and the Chair and Xxxx xxxxxx, the faculty member will be informed that a two-year probationary period has begun. A remedial program will be developed by the Chair and Xxxx, based on specific problems identified by the Faculty Affairs Committee. This program and the procedures for evaluating progress will be developed in consultation with the faculty member. The Chair, in consultation with the department faculty members, shall appoint a mentoring team of three members. This mentoring team shall meet with the faculty member. It is the responsibility of the Chair to ensure that this process is followed. It is the responsibility of the faculty member to actively cooperate in this process. Failure to cooperate could mean moving immediately to Step 3. 3. Biennial evaluations will be sent to the Faculty Affairs Committee each year during the two-year probationary period addressing the area(s) where a deficit was identified. If the Committee finds that the faculty member has failed to demonstrate sufficient improvement at the end of the two-year probationary period, this will be reported to the faculty member and his or her department peers, Chair, and Xxxx. Within ten (10) days of this notification, the faculty member may appear before the Faculty Affairs Committee to appeal the findings, if the faculty member so chooses. The Faculty Affairs Committee would then hold a formal hearing. a. If the Faculty Affairs Committee finds that the performance deficit has been eliminated, the faculty member will be removed from probation after the two-year probationary period has expired. This will end the faculty member's probation. b. If a majority of the Faculty Affairs Committee supports the findings of a serious performance deficit, its decision, along with the findings, will be placed in the faculty member's personnel file and forwarded to the Chair and the VPAA for review and recommendation to the President. This recommendation may lead to loss of tenure and termination of his or her appointment at the University, or continued probation. c. If the President's decision is to remove tenure and to terminate the appointment, the dismissal may be appealed by the faculty member according to the process outlined in Article 28.6. d. If the faculty member was placed on probation for performance deficits in teaching and successfully completes the probationary period, but in subsequent years, again displays performance deficits in teaching, the faculty member's employment will be terminated. If the faculty member was placed on probation for performance deficits in research and service and successfully completes the first year of probation, but then during the second year, the faculty member again displays performance deficits, the faculty member is automatically placed on an additional one-year probationary period. However, if in subsequent years, the faculty member again displays performance deficits in research and service, his or her employment will be terminated.

Initiating Post-tenure Review. If a majority of the department faculty members indicate that a faculty member “Does Not Meet Expectations” in teaching, scholarly activity, or service, then a deficit has been identified during the biennial review process and, as such, the Chair must initiate the post-tenure review process. The Xxxx may independently initiate the post-tenure review process, if the faculty member's performance indicates a serious deficit in teaching, scholarly activity, or service. 1. The faculty member will be notified by the Chair within ten (10) days of the completion of the evaluations that a comprehensive review of his or her performance will begin. The faculty member will then have ten (10) days to respond to the Chair regarding the call for post-tenure review. The faculty member’s response shall include a narrative addressing the concerns raised and any evidence relevant to the call for a review. 2. Within twenty-five (25) days of the notification, the Chair will submit the Biennial Report of Faculty Activities (see Article 23.2.1) and any other relevant materials, including the faculty member’s response to the call for post-tenure review, the results of the peer reviews and student evaluations to the Faculty Affairs Committee via the Committee Chair. Any member of the Faculty Affairs Committee, who is from the same department or school (that does not have departments) as the faculty member under review, shall not serve on the Committee. If the deficit in performance is in the area of teaching, at least two members of the Faculty Affairs Committee shall conduct classroom observations. Such observations will be conducted with full knowledge of the affected faculty member. The affected faculty member shall be given at least twenty-four (24) hours’ notice that a classroom observation is to be made. If there are previously scheduled exams or class activities, i.e., field trip or guest lecturer, that do not lend themselves to classroom observation, the class will be observed at another time. If the performance deficit occurs in research and service, the Faculty Affairs Committee will do an evaluation based on the materials submitted. After all evidence has been presented to and reviewed by the committee, the committee shall submit a recommendation to the Chair and Xxxx that indicates whether or not to place the faculty member on probation. If the committee finds that there is no serious performance deficit, the process is halted. If the recommendation is for probation and the Chair and Xxxx xxxxxx, the faculty member will be informed that a two-year probationary period has begun. A remedial program will be developed by the Chair and Xxxx, based on specific problems identified by the Faculty Affairs Committee. This program and the procedures for evaluating progress will be developed in consultation with the faculty member. The Chair, in consultation with the department faculty members, shall appoint a mentoring team of three members. This mentoring team shall meet with the faculty member. It is the responsibility of the Chair to ensure that this process is followed. It is the responsibility of the faculty member to actively cooperate in this process. Failure to cooperate could mean moving immediately to Step 3. 3. Biennial evaluations will be sent to the Faculty Affairs Committee each year during the two-year probationary period addressing the area(s) where a deficit was identified. If the Committee finds that the faculty member has failed to demonstrate sufficient improvement at the end of the two-year probationary period, this will be reported to the faculty member and his or her department peers, Chair, and Xxxx. Within ten (10) days of this notification, the faculty member may appear before the Faculty Affairs Committee to appeal the findings, if the faculty member so chooses. The Faculty Affairs Committee would then hold a formal hearing. a. . If the Faculty Affairs Committee finds that the performance deficit has been eliminated, the faculty member will be removed from probation after the two-year probationary period has expired. This will end the faculty member's probation. b. . If a majority of the Faculty Affairs Committee supports the findings of a serious performance deficit, its decision, along with the findings, will be placed in the faculty member's personnel file and forwarded to the Chair and the VPAA for review and recommendation to the President. This recommendation may lead to loss of tenure and termination of his or her appointment at the University, or continued probation. c. If the President's decision is to remove tenure and to terminate the appointment, the dismissal may be appealed by the faculty member according to the process outlined in Article 28.6. d. If the faculty member was placed on probation for performance deficits in teaching and successfully completes the probationary period, but in subsequent years, again displays performance deficits in teaching, the faculty member's employment will be terminated. If the faculty member was placed on probation for performance deficits in research and service and successfully completes the first year of probation, but then during the second year, the faculty member again displays performance deficits, the faculty member is automatically placed on an additional one-year probationary period. However, if in subsequent years, the faculty member again displays performance deficits in research and service, his or her employment will be terminated.