Faculty Evaluation

Post-Tenure Review


Comprehensive Performance Evaluations of Tenured Faculty Members and Faculty Members Who Receive an Academic Promotion (Post-Tenure Review)


April 2014


The purpose of this Operating Policy/Procedure is to establish uniform guidelines and procedures in the College of Human Sciences for comprehensive performance evaluations of tenured faculty members and faculty members who receive an academic promotion. The policy is consistent with Texas Tech University Operating Policy 32.31.


This policy will be reviewed in the spring of even numbered years by the Faculty Council with recommendations to the Executive Associate Dean.


Each faculty member who is tenured or who receives an academic promotion at Texas Tech University is subject to a comprehensive performance evaluation. The evaluation shall be conducted no more often than once every year, but no less often than once every six years after the date the faculty member was granted tenure or received an academic promotion. Inasmuch as all faculty members covered by this policy are subject to rigorous evaluation prior to receiving tenure and/or promotion, there is an assumption that they continue to be competent in their professional responsibilities. Therefore, the burden of proof in establishing a pattern of incompetent performance requiring revocation of tenure lies with the academic unit, the College, and the University.

OP 32.31 states that these procedures shall be agreed upon by a majority of the voting members of the academic unit (2.b.). “Voting faculty,” as defined in the Faculty Senate Constitution, includes all persons who are employed full-time who have completed a residence of one year at Texas Tech University and who are tenured or hold appointments that make them eligible for tenure.


Notice of the comprehensive performance evaluation shall be given to the faculty member involved no later than September 15, the evaluation shall begin no earlier than February 1 and be completed no later than May 1, all in the same academic year. A summary timeline is available. The evaluations shall be directed toward the professional development of faculty members using the following procedures.

Materials to be provided by the faculty member for consideration by the Post-Tenure Review Committee include:

  • a vita covering the previous six years (only),
  • annual performance reviews (including annual faculty report, chairperson’s evaluation, and faculty member’s response, if any) conducted under the terms of OP 32.32 for the period since the previous comprehensive performance review or promotion and/or tenure decision,
  • a one single-spaced page statement of the faculty member’s goals for future performance, and
  • additional documentation which the faculty member deems relevant to the comprehensive performance evaluation; these additional materials will usually consist of two pages or less.

Specific procedures for Post-Tenure are presented in a flowchart and are detailed in the remainder of this document.

  1. The comprehensive performance evaluation shall be based on the professional responsibilities of the individual faculty member in teaching, research, service/community outreach, and administration (when applicable) and shall include peer review. Faculty members with special appointments will be evaluated based on expectations noted in their letter of hire.
  2. The Post-Tenure Review Committee for each department is comprised of three tenured faculty members in the department and one tenured faculty member from another department in the College. Departmental members of the Post-Tenure Review Committee are elected by the tenured and tenure-track faculty in the department. To the degree possible, department faculty members serving on the Committee should represent all programs in the department. Non-departmental Post-Tenure Review Committee members and two alternates for each department are drawn by lot from a pool of all tenured faculty members in the other departments in the College. The drawing will take place at a meeting of the Department Chairpersons. If a faculty member being evaluated objects to the non-departmental representative selected, an alternate will serve (the candidate is limited to striking one non-departmental member). The chairperson may also remove one of the outside members if desired.

    Department Chairpersons are not eligible to serve on the Post-Tenure Review Committee. A faculty member who currently is on a development program, as specified in OP 32.32, Section 5, may not serve on the Post-Tenure Review Committee. Faculty members may not serve on the Post-Tenure Review Committee for any department in the College during the year they are being evaluated. Committee members serve one-year terms but may be re-elected.
  3. Departments and independent programs have standards and processes that apply specifically to their area. Information regarding department standards and processes can be found at these sites.
  4. The Department Chairperson convenes the Committee and gives them their charge. The Committee reviews the materials and meets to discuss the materials and formulate its evaluation. When the Chairperson is being reviewed, the Dean acts in the role of the committee Chairperson.
  5. Committee activities and the resulting decision of competent or incompetent are described below
    (a) The Review Committee will vote on ballots provided. These ballots will be attached to the Committee Report and forwarded to the Chairperson. The report of the Review Committee shall consist of a finding of competent or incompetent. A finding of incompetence should reflect a long-term pattern of incompetent performance during the six-year period, rather than a short-term lapse in publication, weak teaching evaluations in a few instances, or other short-term variations in performance. The basic standard for evaluation is whether the faculty member under review conscientiously discharges with professional competence the appropriate duties associated with his or her position, not whether the faculty member meets the current standards for tenure, as those standards might have changed since the initial granting of tenure. A finding of incompetence must be well-documented.
    (b) The Report of the Post-Tenure Review Committee is presented to the members of the tenured faculty in the department, who vote by ballot to accept or reject the committee report. If the candidate has been deemed incompetent by the Post-Tenure Review Committee, the full set of materials from the review automatically go to the entire tenured faculty for their consideration before voting. If the candidate has been deemed competent, a voting tenured faculty member may view the materials upon request. After the vote by the tenured faculty, the results are given to the faculty member for comment. At this point the faculty member may make a written rejoinder.
    (c) The Department Chairperson indicates on the Committee Report form his/her assessment of competent or incompetent; he/she is required to add comments if the evaluation is of incompetence. The Chairperson will notify the faculty member of the vote of the faculty.
    (d) The Report of the Post-Tenure Review Committee, the vote of the department tenured faculty, the faculty member’s rejoinder, if any, the Department Chairperson’s comments, and faculty materials are forwarded to the Dean.
    (e) The Dean indicates competent or incompetent; he or she is required to add comments if the evaluation is of incompetence. The Dean reports the results to the Provost. After the Dean enters his/her evaluation, the faculty member will then sign the Report Form.
    (f) The completed Committee Report form will be entered into the faculty member’s electronic file maintained in the Dean’s Office. Supporting material (dossier, ballots, other items) should be retained by the department. A copy of this material may be included in the faculty member’s file if appropriate.
  6. Due Process and Rights to Appeal
    The comprehensive performance evaluation process incorporates commonly recognized academic due-process rights, as specified in the Texas Tech University OP 32.02. Due-process rights include notice of the timing, manner, and scope of the evaluation and, before a faculty member may be subject to disciplinary action on the basis of a comprehensive performance evaluation conducted under this policy, notice of specific charges and the right to a hearing on those charges. In all such cases the burden of proof shall be on the University. In the case of a disputed peer review, the faculty member may request that additional reviews in writing be solicited from no more than three specialists in the faculty member’s area of teaching and/or research who are not members of the academic unit. The outside reviewers will be selected by mutual agreement between the faculty member and the administrator of the academic unit responsible for the evaluation. The specialist reviews shall be included with the evaluation materials that are forwarded to the responsible academic dean, the University Provost, and the President and shall be considered in any administrative action that results from the comprehensive performance evaluation process.
  7. Actions
    A faculty member deemed incompetent may be placed in a development program as specified in OP 32.32, Section 5, receive other appropriate disciplinary action, or be subject to revocation of tenure if incompetency, neglect of duty, or other good cause is determined to be present. If termination is recommended as a result of the comprehensive performance evaluation, the faculty member shall be given the opportunity of referral of the matter to a non-binding alternative dispute resolution process as in Chapter 154 of the Civil Practices Code or another agreed upon dispute resolution method. Termination will be pursuant only to conditions of the termination procedure specified in the Texas Tech University OP 32.02.
  8. Implementation
    The comprehensive post-tenure review process may not be waived for any tenured faculty member of the College of Human Sciences unless the faculty member has given formal notice of retirement or resignation at the end of the academic year in which the review is to take place.


TTU OP 32.31 Comprehensive Performance Evaluations of Tenured Faculty Members and Faculty Members Who Receive an Academic Promotion


Summary Timeline

TTU OP 32.32 Performance Evaluation of Faculty


TTU OP 32.02 Faculty non-reappointment, Dismissal, and Tenure Revocation Promotion and Tenure Standards and Procedures

Departmental Policies

Post-tenure Committee Ballot

Report of Post-Tenure Committee

Post-tenure Faculty Ballot