NTTF review and promotion for bargaining unit members is 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.
In addition to student course evaluations and peer evaluations, types of evaluation for non-tenure-track faculty includes:
- Pro tem annual evaluation
- Contract renewal evaluation for career faculty
- Promotion review for career faculty
Pro tem non-tenure-track faculty (NTTF) 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.
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 are expected to undergo at least one peer review of teaching per contract period using the criteria and timeframe for notification established by the department or unit. The reviews will be included in the performance evaluation. Student course evaluations will be offered for each course taught with five or more students, and the evaluation of teaching will include, but not be limited to, a review of student evaluations for each course taught. Reviewers must use caution when interpreting student ratings, 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.
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.