PERSONNEL POLICIES AND PROCEDURES FOR THE FACULTY OF
Each faculty member with a probationary term appointment and each permanently tenured faculty member shall receive annually an evaluation of his/her performance from the unit administrator which shall be based upon current academic year data, except that data from the previous year's spring semester survey of student opinion of teaching may be utilized when current spring semester survey data are unavailable. This annual evaluation shall:
· be in writing;
· state the percentage of variable salary increment available to the unit to be recommended by the unit administrator for the faculty being evaluated;
· be discussed with the faculty member prior to being sent to any other administrator or placed in the faculty member's personnel file; in the case of faculty members with probationary period appointments, a record of this discussion shall be placed in the faculty member's personnel file; and
· be signed and dated by the unit administrator and the faculty member, who may attach to the evaluation a concise comment regarding the evaluation. The signature of the faculty member signifies that the faculty member has read, but does not necessarily concur in, the evaluation.
The unit administrator shall forward to each faculty member a copy of that member's annual evaluation within ten days after completing the evaluations of unit members.
The unit administrator's annual performance evaluation of faculty members shall employ the criteria contained in the unit code approved by the chancellor (ECU Faculty Manual, Appendix L). The evaluation shall be based upon that year's assigned duties and responsibilities (except, as earlier noted, for the previous year's Spring semester survey of student opinion) and shall consider:
The quality of teaching must be evaluated by means of
a. data from surveys of student opinion, when such data have been gathered in accordance with established procedures of the department or the university which guarantee the integrity and completeness of said data. As part of the effort to evaluate the teaching of faculty members, each unit shall either: develop and use its own instrument(s) as approved by the chancellor to determine student opinion of teaching or utilize the instrument developed by the Teaching Effectiveness Committee to determine student opinion of teaching.
b. formal methods of peer review, including direct observation of the classroom teaching of new and tenure-track faculty.
c. procedures provided for in unit codes;
2. research and creative activities;
3. patient care;
4. services rendered on department, school, college, and university committees, councils, and senates; service to professional organizations; service to local, state and national governments; contributions to the development of public forums, institutes, continuing education projects, patient services and consulting in the private and public sectors; and
5. other responsibilities as may be appropriate to the assignment.
The relative weight given to teaching,
research/creative activity, and service in personnel decisions shall be
determined by each unit code. In no case, however, shall service be weighed
more heavily than either teaching or research/creative activity. (
For other policies and procedures dealing with faculty appointments, see ECU Faculty Manual, Appendix D.
 With respect to Appendix C, Section III. Evaluation, “academic units” are defined as: departments described in the codes of operation of professional schools, the departments in the College of Arts and Sciences, professional colleges and schools without departments, Academic Library Services, Health Sciences Library, and any other units in which faculty evaluations are made. In the College of Arts and Sciences and in professional colleges and schools whose unit codes describe departmental structures, departmental chairs are the unit administrators. In professional colleges and schools that do not have departments described in their unit codes, the dean of the school is the unit administrator.