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Human Sciences Committees and Councils

Teaching Effectiveness Committee

CHARGE

The Teaching Effectiveness Committee provides a mechanism for peer evaluations of teaching effectiveness Evaluation by committee members is primarily to support the development of excellence in teaching. Also, these evaluations will be utilized by the chairpersons and the Dean as a component for various decisions among which are tenure, promotion, annual reviews, and awards or designations.

RESPONSIBILITIES

  1. Attend class of peer and evaluate teaching
  2. Visit with faculty member being observed regarding teaching material
  3. Create and submit summary evaluation reports
  4. Meet with faculty members as requested
  5. Assume other teaching-related duties as assigned by the dean

MEMBERSHIP

  1. The committee consists of two faculty members from each academic department.
    Names of committee members are provided by the department chairperson.
  2. Committee members must be tenured.
  3. Committee members serve a one year terms.
  4. The chairperson of the committee will be designated by the Executive Associate Dean each year and preferably will be someone who has served on the committee for at least one year.
  5. The chairperson coordinates teaching evaluations and submits a report to the Executive Associate Dean on the committee's activities before the end of the academic year.

OPERATING PROCEDURE

  1. As soon as possible after the fall and spring semesters begin, the chair of the Teaching Effectiveness Committee sends out an invitation for class evaluations.
  2. Once a list of faculty wishing to be evaluated is compiled, committee members schedule classes to attend, with the likelihood of four or more evaluations in the academic year. Committee members should avoid observing individuals in their own department.
  3. Any faculty member may request evaluation.
  4. As noted in the COHS Tenure and Promotion Operating Policy, untenured faculty members and fulltime instructors should be evaluated during the individual’s 2nd, 4th, and 5th year of pre-tenure employment. Faculty members contemplating promotion should be evaluated minimally the year before applying for promotion, but optimally, the two years before applying for promotion.
  5. Each faculty member is visited by at least two members of the committee on two different days in any evaluation period. If the evaluated individual is teaching at both graduate and undergraduate classes, the committee members will try to observe one at each level.
  6. An evaluation instrument is utilized to guide the observations.
  7. Before class observations, individuals should make available to the committee members all class teaching materials such as media, class website, syllabi, evaluation procedures, course requirements, and past grade distribution. Committee members will evaluate the material and meet with the faculty member if desired.
  8. As much as is possible, committee members should not be scheduled to visit faculty members in their own department. A chairperson cannot evaluate someone in his/her department.
  9. Once both evaluations are completed, the two observers will meet and prepare a summary report of each faculty member's strengths and areas needing improvement..
  10. The summary report should be submitted to the committee chairperson, who then submits a copy to the faculty member observed and the department chairperson.
  11. If a faculty member has questions about the report, the observer will meet with the individual to discuss the questions.
  12. The committee chairperson sends a report describing committee activities to the Executive Associate Dean before the end of the academic year.

FORMS USED

COHS Promotion and Tenure Standards and Procedures

Teaching Effectiveness Evaluation Worksheet


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