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Faculty Evaluation

Third-Year Review Policies

(adapted from policies in the College of Arts and Sciences)



SUBJECT

Third -Year Review of Faculty in Tenure-Acquiring Positions
adapted from policies in the College of Arts and Sciences)



DATE OF LAST REVIEW:

March 2010



PURPOSE

The purpose of this Operating Policy/Procedure is to establish the basis for and the procedures used for the third-year review of pre-tenure faculty.



REVIEW

This policy will be reviewed in the spring of even numbered years by the COHS Faculty Council.



POLICY

When the College of Human Sciences employs a tenure-track faculty member, it is with the expectation that the individual will become tenured and serve the university in a long and productive career. The tenured faculty will assist in determining whether or not the criteria for tenure are met prior to its award. Thus, it is to the advantage of both the tenure-track faculty member and the department to see that timely evaluations are made of a tenure-track faculty member’s performance, and that deficiencies identified be made known to the untenured faculty member in time for correction prior to the expiration of the probationary period.

In the tenure-track faculty member's sixth long semester, a comprehensive evaluation of his/her performance will be undertaken (i.e., the third-year review). The counting of six semesters begins in September of the calendar year in which the initial appointment is made. This evaluation is to be considered an opportunity to advise the tenure-track faculty member whether it is felt that satisfactory progress is or is not being made toward tenure. If progress is deemed to be satisfactory at this time, there is, nevertheless, no guarantee of ultimate tenure. If progress is deemed to be unsatisfactory in the third-year review and the tenure-track faculty member has been given an opportunity to respond to the unsatisfactory performance rating, then there are two alternatives available to the department: (1) a determination will be made to give the tenure-track faculty member a terminal contract, or (2) the department chairperson will provide, in writing, comments from the faculty and, if deemed appropriate by the chair and dean, specific requirements setting forth the conditions for continued employment and deadlines for completing the conditions.

The results of the third-year review, including the tally of ballots and written comments, must be retained as a part of the tenure-track faculty member's file. The College of Human Sciences Promotion and Tenure Committee may later request copies of these materials to aid in its deliberations at the time of tenure review.

During any year of a tenure-acquiring appointment, a faculty member may be judged to be making unsatisfactory progress toward tenure on the basis of the annual reports or other sources of information. In any year, a terminal contract or notice of nonreappointment may be issued to an untenured faculty member by the department chairperson in conformity with deadlines stated in the tenure policy, and the university is not required to give a nontenured faculty member a reason for a decision of nonreappointment.




PROCEDURE

Specific Procedures and Timetables for Third-Year Reviews

  1. Each department in the college follows their own third-year review policies that are complemented by the College policies. More information on those policies can be found at the following sites.
    Community, Family, and Addiction Services
    Department of Design
    Human Development and Family Studies
    Nutrition, Hospitality, and Retailing
  2. The third-year review will be conducted by all tenured faculty members in the department.
  3. The tenure-track faculty member will make available to tenured departmental faculty his/her materials as described below in the section on Dossier Requirements. These materials will be due February 1.
  4. Tenured faculty members will carefully review the tenure-track faculty member's teaching, scholarship (research/creative activity), and service to evaluate whether satisfactory progress is being made toward meeting the department, college, and university expectations for tenure.
  5. On or before March 15, and subsequent to the customary third year review procedure as specified in the department's policy statements, the tenured faculty will vote by written ballot as to whether or not the tenure-track faculty member is making satisfactory progress toward tenure. Comments regarding the third-year faculty member's progress may also be included, and such comments should be provided on a separate page enclosed with the ballot. Ballots and comments are to be unsigned.
  6. The vote at this stage is not a vote on tenure and should not be construed as promise of approval or rejection at the time of consideration of tenure.
  7. Should the faculty member receive a vote indicating satisfactory progress toward tenure, he/she should be informed promptly of that fact by the chairperson and should be encouraged to continue his/her satisfactory performance. Within the next month (by April 15), the department chairperson should convey to the faculty member comments both positive and negative expressed by the tenured faculty.
  8. Should the faculty member receive a vote indicating that, in the opinion of the tenured faculty, the candidate is not progressing satisfactorily toward a favorable tenure decision, he/she must be informed promptly of that fact by the chairperson. If the third year faculty member so requests, the chairperson is to show him or her any written comments that were provided with the ballots.
    At this point a decision must be made whether or not to terminate the appointment. The faculty member involved should be invited to submit to the tenured faculty any additional written evidence or statement desired and/or to appear before a meeting of the tenured faculty if he or she so wishes. Any additional materials from the third year faculty member must be provided and/or the meeting with the tenured faculty must be requested no later than March 30. In reaching a decision to recommend to the dean termination of a tenure-track appointment as a result of the third year review, the chairperson will consult with tenured members of the department by conducting a ballot vote on or before April 15. Comments may also be included, and such comments can be provided on a separate page enclosed with the ballot. Ballots and comments are to be unsigned.
  9. The results of this vote by the tenured faculty will constitute a faculty recommendation that will be conveyed promptly by the chairperson to the dean, who in consultation with the chairperson will make the decision regarding termination or continuation.
    a. If a decision is made to terminate the faculty member's employment, a letter of non-reappointment will be issued by the chairperson before the end of the semester (to be defined as the day all final grades are due).
    b. Alternatively, if progress is deemed unsatisfactory but a decision to terminate employment is not made, the chairperson will by the end of the semester (to be defined as the day all final grades are due) convey to the faculty member a written account of comments both positive and negative expressed by the tenured faculty and, if deemed appropriate by the chair and the dean, specific, written requirements setting forth the conditions for continued employment and the deadlines for completing the conditions.
  10. Notices of non-reappointment, if any, will be made in conformity with deadlines stated in the university's tenure policy.

The tenure-track faculty member will make available the following materials in their dossier.

  1. Basic information in the same format required in dossiers for tenure and promotion consideration (OP 32.01).
  2. A vita that includes information on education, professional appointments, teaching, research, and service. The vita may include whatever additional information the department may specify in its policy statements and whatever additional information about honors and awards or other professional contributions the tenure-track faculty member wishes to include.
  3. The faculty member's brief self-statement on teaching, not to exceed one page.
  4. Statistical summaries of all teaching evaluations done by students and copies of at least some student evaluations done by entire classes.
  5. Copies of at least one teaching evaluation conducted by peers over the course of the faculty member's employment at Texas Tech University. Copies of syllabi and other teaching materials (such as exams or assignment sheets) the faculty member or department may wish the review committee to see.
  6. The faculty member's brief self-statement on research/creative activity, not to exceed one page.
  7. Copies of publications, grant applications, or other materials that document the faculty member's scholarship. Departments may specify if they wish to see all such materials or only selected examples.
  8. The faculty member's brief self-statement on service, not to exceed one page.
  9. Copies of all annual reports to date and copies of all chair's evaluations to date.
  10. Any other materials specified in the department's handbook or policy statement plus other pertinent materials, if any, the candidate may wish the review committee to see.

A timeline summarizing the third-year review process is also available.




FORMS USED

Third-year Progress Ballot

Ballot for Continued Employment

TTU OP 32.01 Promotion and Tenure Standards and Procedures

Timeline for Third Year Review

Third Year Review Policy Community, Family, and Addiction Services

Third Year Review Policy Department of Design

Third Year Review Policy Human Development and Family Studies

Third Year Review Policy Nutrition, Hospitality, and Retailing



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Approved by COHS faculty on March 2010