Sustained Performance Evaluations. Tenured faculty members shall receive a sustained performance evaluation once every seven years following the award of tenure or their most recent promotion. The purpose of this evaluation is to document sustained performance during the previous six years of assigned duties and to encourage continued professional growth and development. This clause does not apply to continuing or fixed multi-year appointments.
Sustained Performance Evaluations. (1). The sustained performance evaluation program shall provide that:
a. Only elected faculty employees may participate in the development of applicable procedures. Such procedures shall ensure involvement of both peers and administrators at the department and higher levels in the evaluation and shall ensure that an employee may attach a concise response to the evaluation;
b. The University shall provide for an appeals process to accommodate instances when the employee and the supervisor cannot agree upon the elements to be included in the performance improvement plan; and
c. The proposed procedures for the sustained performance evaluation shall be available to faculty employees and to UFF for review prior to final approval.
(2). Employee annual evaluations, including the documents contained in the evaluation file shall be the sole basis for the sustained performance evaluation.
a. An employee who received satisfactory annual evaluations during the previous six years shall not be rated below satisfactory in the sustained performance evaluation nor subject to a performance improvement plan.
b. A performance improvement plan shall be developed only for those employees whose performance is identified through the sustained performance evaluation as being consistently below satisfactory in one or more areas of assigned duties. The performance improvement plan shall be developed by the employee, in concert with his/her supervisor, and include specific performance targets and a time period for achieving the targets. The performance improvement plan shall be approved by the President or representative. Specific resources identified in an approved performance improvement plan shall be provided by the university. The supervisor shall meet periodically with the employee to review progress toward meeting the performance targets. It is the responsibility of the employee to attain the performance targets specified in the performance improvement plan.
Sustained Performance Evaluations. Tenured faculty members shall receive a sustained performance evaluation once every seven years following the award of tenure, their most recent promotion, or the last decanal recommendation that they receive a Salary Performance Plan award. The purpose of this evaluation is to document sustained performance during the previous six years of assigned duties. A faculty member who has received satisfactory annual evaluations during four or more of the previous six years, including one or more of the previous two (2) years, shall be rated satisfactory in the sustained performance evaluation.
(a) Only tenured faculty and the chair may participate in the development of applicable procedures. Sustained performance evaluation procedures shall ensure involvement of peers at the department level in the evaluation.
(b) The procedures for the sustained performance evaluation shall be made available to department faculty and included in the department’s bylaws.
(c) The documents contained in the faculty member’s the evaluation file shall be the sole basis for the sustained performance evaluation.
(d) A faculty member may attach a concise response to the evaluation.
(e) A performance improvement plan resulting from a Sustained Performance Evaluation shall be developed only for those faculty members whose performance is identified through the sustained performance evaluation as being consistently below satisfactory in one or more areas of assigned duties.
(f) The performance improvement plan shall be developed by the faculty member in concert with his/her chair, and shall include specific performance targets and a reasonable time period for achieving the targets. If the faculty member and the chair are unable to reach agreement on a plan, the xxxx shall resolve the issues in dispute.
(1) The Trustees shall provide specific resources identified in an approved performance improvement plan.
(2) The chair shall meet periodically with the faculty member to review progress toward meeting the performance targets.
(3) It is the responsibility of the faculty member to attain the performance targets specified in the performance improvement plan. If the plan identifies specific deadlines for attaining performance targets and the faculty member fails to attain the targets by the deadlines, the department/unit has the responsibility to take appropriate actions.
Sustained Performance Evaluations. Tenured Professors and Associate Professors, University Librarians and Associate University Librarians and those positions identified at Appendix L will receive a Sustained Performance Evaluation in accordance with 11.3 (b) of this Article.
Sustained Performance Evaluations. (a) Policy. Tenured employees shall receive a sustained performance evaluation at least once every three years following the award of tenure or their most recent promotion. The purpose of this evaluation is to document sustained performance during the previous three years of assigned duties to evaluate continued professional growth and development.
Sustained Performance Evaluations. (1) The sustained performance evaluation program will provide that:
a. Only elected faculty may participate in the development of applicable procedures. Such procedures will ensure involvement of both peers and administrators at the department and higher levels in the evaluation and will ensure that a faculty member may attach a concise response to the evaluation;
b. The University will provide for an appeals process to accommodate instances when the faculty member and the supervisor cannot agree upon the elements to be included in the performance improvement plan; and
c. The proposed procedures for the sustained performance evaluation will be available to faculty members and to the UFF for review prior to final approval.
(2) Faculty annual evaluations, including the documents contained in the evaluation file, will be the sole basis for the sustained performance evaluation.
a. A faculty member who received satisfactory annual evaluations during the previous six (6) years will not be rated below satisfactory in the sustained performance evaluation nor subject to a performance improvement plan. For purposes of this section (11.3), where no overall rating exists for an annual evaluation, a majority of ratings at or above the midpoint of the scale will be considered as equivalent to an overall rating at or above the midpoint of the scale.
b. A performance improvement plan will be developed only for those faculty members whose performance is identified through the sustained performance evaluation as being consistently below the midpoint of the scale in one or more areas of assigned duties.
c. The performance improvement plan will be developed by the faculty member, in concert with his or her supervisor, and will include specific performance targets and a time period for achieving the targets. The performance improvement plan will be approved by the President or representative. Specific resources identified in an approved performance improvement plan will be provided by the University. The supervisor will meet periodically with the faculty member to review progress toward meeting the performance targets. It is the responsibility of the faculty member to attain the performance targets specified in the performance improvement plan.
Sustained Performance Evaluations. (1) The sustained performance evaluation shall be based upon a review by the department chair or unit head, every seven (7) years, of the prior seven (7) years’ annual evaluations, including all areas addressed in the annual evaluations.
(2) Where there is a performance improvement plan for an employee, adherence to that plan, including targets and target deadlines, will be the sole criteria for the performance improvement plan evaluation.
Sustained Performance Evaluations. (a) Tenured faculty members shall receive a sustained performance evaluation once every seven years following the award of tenure or their most recent promotion, whichever is most recent. The purpose of this evaluation is to document sustained performance during the previous six years of assigned duties and to encourage continued professional growth and development.
(b) The sustained performance evaluation program shall provide that:
(1) Only elected faculty members may participate in the development of applicable procedures. Such procedures shall ensure involvement of both peers and administrators at the department and higher levels in the evaluation and shall ensure that a faculty member may attach a concise response to the evaluation;
(2) The proposed procedures for the sustained performance evaluation shall be available to faculty members and to the UFF for review prior to final approval.
(c) Faculty members’ Annual Evaluation Summary Form along with attachments, including the documents contained in the evaluation file, shall be the sole basis for the sustained performance evaluation.
Sustained Performance Evaluations. 789 (a) Policy. Tenured employees shall receive a sustained performance evaluation at least once every 790 three years following the award of tenure or their most recent promotion. The purpose of this evaluation is 791 to document sustained performance during the previous three years of assigned duties to evaluate 792 continued professional growth and development. 793 (b) Process. 794 (1) At the end of three years of tenured or post-promotion service, and each subsequent three year 795 period, or at any time the employee has not maintained productivity expectations, an employee’s sustained 796 performance will be evaluated. This evaluation will consist of a review of the overall annual evaluation 797 ratings and productivity during that period of interest. If the employee’s overall performance is deemed to 798 be below satisfactory, then the employee shall be issued a performance improvement plan. The average 799 shall be determined by assigning a value of 4 for Outstanding, 3 for Above Satisfactory, 2 for Satisfactory, 1 800 for Conditional, and 0 for Unsatisfactory to each of the employee’s annual evaluation ratings over the 801 appropriate period. If the average value is less than 2.0, the employee’s performance shall be deemed 802 below satisfactory. 803 (2) A performance improvement plan shall be developed by the department chair or unit head and 804 shall include specific measurable performance targets with target dates that must be completed in a period 805 of two years. The performance improvement plan requires the approval of the xxxx and the university’s 806 representative. 807 (3) When an employee has a performance improvement plan, the department chair or unit head 808 shall provide an annual evaluation of the employee’s performance on the plan. Adherence to the 809 performance improvement plan, including its targets and target deadlines, shall be the governing criteria for 810 performance improvement plan evaluations. 811 (4) It is the responsibility of the employee to attain the performance targets specified in the 812 performance improvement plan. Lack of success may result in dismissal. The employee may attach a concise 813 response to the sustained performance evaluation, the performance improvement plan, and annual 814 evaluations of performance on the sustained performance plan. Any such responses shall be included in the 815 evaluation file. 816
Sustained Performance Evaluations. 908 (1). The sustained performance evaluation program shall provide that:
