3.3.2 Annual Faculty Evaluation

A. Purpose

The purpose of this policy is to provide guidelines for the annual evaluation of full-time faculty.

B. Persons Affected

Full-time faculty.

C. Definitions

Faculty includes all ranks.

D. Policy and Procedures

  1. Objectives

    As a component institution of The University of Texas System, The University of Texas at Tyler is committed to maintaining a standard of excellence in all of its programs, departments and colleges. To maintain that standard, U. T. Tyler endeavors to employ and retain faculty who have clearly demonstrated the commitment and ability to be scholars, contributing to their respective disciplines through excellent teaching, original research/creative activity, and through service to U. T. Tyler, the profession, and the community.

    Faculty development and improvement are essential to the maintenance of a standard of excellence. An important tool in faculty development is the assessment of faculty performance, which also provides essential information for salary, reappointment, tenure and promotion decisions. Assessment is an on-going process that starts when a faculty member is employed and continues with the annual evaluation, pre-tenure review for tenure-track faculty, evaluation for promotion and tenure, and periodic evaluation of tenured faculty.

    Assessment is also an important mechanism for providing feedback to individuals so they can maintain high levels of performance. Faculty have a personal responsibility to maintain or improve performance and are encouraged to participate in professional development activities.

  2. Guidelines
    1. Written evaluations of faculty shall be conducted annually in adherence to The University of Texas System Regents’ Rules and Regulations Rule 30501. This evaluation should be used for faculty development and improvement, and is an integral part of reappointment, merit salary increase, tenure, and promotion decisions. The faculty member shall provide the department chair or supervisor a summary of appropriate annual activity and a professional development plan. The chair or immediate supervisor shall conduct the written evaluation and conference with the faculty member and solicit input from students and colleagues as appropriate.
    2. The annual evaluation assesses the faculty member's record of teaching, research/creative activity, service to U. T. Tyler, profession and/or community, and professional collegiality. Specifically, faculty should:
      • Demonstrate a consistent pattern of effectiveness in teaching and a commitment to lifelong improvement of teaching skills. Information concerning teaching effectiveness should be collected using multiple and flexible assessment tools. Display evidence of a commitment to service to U. T. Tyler, the profession and/or the civic community.
      • Demonstrate a record of sustained and valuable substantive contributions to the body of knowledge and understanding in one's discipline. This includes a consistent and meaningful program of research and or creative activity.
      • Display evidence of commitment to service to U.T. Tyler, the profession and/or the civic community.
      • Demonstrate an ability and willingness to work cooperatively within the department and college and to engage in shared governance, and demonstrate high standards of professional civility and integrity in dealing with colleagues and students.
    3. Non Tenure-Track Faculty

      Persons appointed for one academic year shall be evaluated annually, normally early in the spring semester. The evaluation should be used for decisions as to whether an offer of an additional appointment will be made.

E. Responsibilities

Not applicable

F. Review

The Divisional Head for this policy is the Provost. This policy shall be reviewed every five years or sooner if necessary by the Provost and Vice President for Academic Affairs in consultation with the Faculty Senate.


LAST AMENDED: 04/22/2009