Review/Revised Date: 08/15/2021
2.14 Annual Faculty Evaluations
2.14.1 Process of Annual Evaluations
The purpose of faculty evaluations is to serve as a mechanism to measure and enhance faculty members' professional development and productivity, to assist faculty members in achieving their professional goals and the goals of the academic unit and university. The department chair, or designee with supervisory authority (e.g., division director), is responsible for an annual, written evaluation of all full-time regular and part-time regular faculty (non-tenure-earning, tenure-earning, and tenured) and to provide feedback concerning past and future faculty performance. If the reviewer has been conflicted by the institution, see Section 2.22. The primary assessment of the faculty member's performance shall be conducted in a professional manner that both upholds the highest ethical standards of the educational process and respects the integrity of the faculty member, the department, and the discipline.
Annual evaluations should help promote the productivity of faculty by articulating any actions that will enhance professional contributions, by recognizing relevant talents, abilities and contributions, and by identifying any areas falling below expectations that should be addressed during the next evaluation period. The annual faculty evaluation process should be designed to establish a link between the evaluation and considerations for merit increases, tenure, and promotion. University and academic administrators shall value and reward teaching, scholarship, and service contributions, consistent with each academic rank, type of appointment, and program priorities. In the case of faculty members who have not achieved tenure or promotion to associate professor or professor, the department head should take particular care to relate the faculty member's job performance to the promotion and tenure criteria established in this Handbook "Faculty Appointments, Promotions, Tenure, Resignation, Termination and Grievance." Further, the process is based upon the following guiding principles:
In addition to the above, the department chair, or designee, is responsible for an annual, written assessment of all non-regular and temporary faculty (full-time, part-time, adjunct, voluntary, or emeritus), with active contribution exceeding 0.05 FTE (e.g., one day each month throughout a year) whether or not they are instructors of record (Section 2.9). The assessment should reflect the non-regular and temporary faculty member's contribution to the institutional mission, be commensurate with their effort, and is typically less comprehensive than regular faculty annual evaluation.
Faculty have access to a variety of resources to prepare for discussions in connection with annual evaluation, including the UAB Ombuds, counseling provided through the employee relations unit of Human Resources, and other faculty development resources available on the Office of the Provost website.
2.14.2 Faculty Member Rights
Faculty member rights in the annual evaluation process shall include the following guidelines:
2.14.3 Appeals of Annual Faculty Evaluation
A faculty member has the right to appeal an annual evaluation to the Chair and/or the Dean. The unit shall have an established internal process for appeals of annual evaluations. This should be independent from the Appeals of reappointment, promotion, or tenure decisions (Section 2.17) and Grievances (Section 2.19).