Career Faculty Evaluation

Career faculty review and promotion for bargaining unit members are covered by Article 19 of the United Academics Collective Bargaining Agreement (CBA). Departmental/unit-level policy documents can be found on the Department and Unit Policies page. 

Evaluation and review for career faculty includes:

Pro Tem Faculty Evaluation   

Pro tem faculty must undergo performance evaluation on an annual basis. Please note that faculty holding pro tem appointments are not eligible for promotion, but they are welcome to apply to searches for career positions. Please refer to departmental/unit-level policy documents outlining the criteria for performance evaluation for non-tenure-track faculty, including pro tem faculty members.  

Contract Renewal Evaluation for Career Faculty   

The details and structure of contract renewal evaluation are the responsibility of the academic unit in which the appointment is made, but these evaluations must follow some general guidelines, which are applicable to career faculty regardless of United Academics bargaining unit status.   

Performance evaluation must occur once in each contract period or every three years, whichever is sooner, and consider performance since the faculty member’s last review. The performance evaluation process will include an opportunity for career faculty to discuss efforts and performance with a supervisor at least once during a contract period.  

Each performance evaluation will include an opportunity for submission of a personal statement with information relevant to the faculty’s performance of assigned duties and responsibilities.  

When evaluating the performance of required professional development activities, the review will consider the availability of professional development funds and opportunities, and the faculty member’s efforts to secure funding.   

Career faculty performance evaluations will use only the approved criteria made available to the faculty member. 

Instructional career faculty review of teaching should include input from students, peers and the faculty themselves. Peer feedback in the form of a peer review of teaching should be provided at least once per contract period. Student feedback is collected via the end-of-course Student Experience Survey (as of Fall 2019) and will be available for classes with 5 or more students. Prior to Fall 2019, Course Evaluations provided students feedback in the form of student ratings and reviewers must use caution when interpreting these, which have been documented to be biased against women and faculty of color, and are expected to vary by factors such as class size, major vs. non-major courses, etc. The faculty’s own insights into their teaching should be included in the review in the form of Instructor Reflections completed (as of Fall 2019), a teaching statement, or materials such as syllabus, assignments, student work products etc.

Research career faculty will undergo performance evaluations using established procedures to assess quality of work performed and the outcomes of their contributions.   

Librarians will undergo performance evaluation of their achievements in professional roles in the library, according to library policy on review and promotion 

When applicable, the evaluation of scholarship, research, and creative activity for instructional, research or librarian career faculty will include assessment of work quality, impact on field nationally and internationally, and overall contribution to the discipline or program.