• Home
• About the Board
• Colleges & Universities
• Academic Policies & Programs
  • Academic Programs
  • Policies & Handbook
  • Advisory Committees
  • Academic Calendars
  • Initiatives
  • Faculty Development
• Initiatives
• Statistics & Reports
• News Releases
• Publications
• Employment
• Offices & Departments

Home » Academics » Academic Affairs Handbook » Section 4 »

• Academic Affairs Handbook
• Section 1
• Section 2
• Section 3
• Section 4

Section 4.04.03: Post-Tenure Review Procedures

SUBJECT: Post-Tenure Review
SOURCE: Board Policy Manual 803.07; Memorandum from the Chancellor to USG Presidents, July 1, 1996

---

POLICY

803.07 ¶ 5 Post Tenure Review

Each institution shall conduct post-tenure reviews of all tenured faculty members. Each faculty member is to be reviewed five years after the most recent promotion or personnel action, and reviews shall continue at five-year intervals unless interrupted by a further review for promotion. The Senior Vice Chancellor for Academic Affairs shall review and approve institutional post-tenure review policies, as well as any subsequent revisions. These institutional policies must conform to the institution's mission and to System procedures for post-tenure review. Institutional policies also shall address cases in which a tenured faculty member's performance is deemed unsatisfactory (BR Minutes, April 1996, p. 39-47; May 1996, p. 52).

---

1. FOCUS
    

   • The primary aim of the post-tenure review process is to assist faculty members with identifying opportunities that will enable them to reach their full potential for contributing to system institutions.

   • Post-tenure review is one of several reviews, including annual, promotion, and tenure reviews.

   • Post-tenure procedures provide a longer term perspective than is usually provided by an annual review.

   • The review is both retrospective and prospective, encouraging a careful look at possibilities for different emphases at different points in a faculty member's career.

2. PROCEDURES

   1. All tenured faculty will be reviewed. Ordinarily, each faculty member will be assessed five years after the most recent promotion or personnel action, and reviews will continue at five-year intervals unless interrupted by a further review for promotion.

   2. A committee composed of at least three faculty peers will conduct post-tenure reviews. Each institution will determine committee composition and how members will be selected.

   3. Specific written criteria will be outlined by each institution. General guidelines developed by the System include the directives that campus criteria must accommodate faculty with differing responsibilities and must reflect the institutional mission.

   4. For each faculty member, the following documents should be included: a current curriculum vitae, annual performance reviews for the years under consideration, a narrative prepared by the faculty member detailing his or her accomplishments and goals, and written student and peer evaluations of the faculty member's teaching effectiveness.

   5. The review will focus on the faculty member's accomplishments, research agenda (where applicable), teaching program, and service contributions, relating these to the stated expectations for performance developed by the department (division).

   6. Informed and candid feedback will be provided to the faculty member concerning his or her accomplishments; contributions; weaknesses or deficiencies in the record; and, for associate professors, guidance on what will be needed to prepare for a successful promotion review. Both the faculty member and the department chair will receive written summaries of the review.

   7. When deficiencies are identified, the department (division) chair and faculty member will work together to develop a formal plan for faculty development that includes clearly-defined and specific goals or outcomes; an outline of activities to be undertaken; a timetable; and an agreed-upon monitoring strategy. If after three years the faculty member has not been successful with remedying the identified deficiencies, he or she will be subject to dismissal for cause (regular, independent dismissal processes will apply).

   8. The results of post-tenure reviews must be linked to rewards and development. Faculty members who are performing at a high level should receive recognition for their achievements. Each institution will prescribe how the results of the review will be related to merit pay increases, and study and research leave opportunities.

Last Updated: 09/22/1998

return to top  |  Home  |  Contents  |  Section 1  |  Section 2  |  Section 3  |  Section 4