Approved
by the
Approved
by the Chancellor: November 3, 2008
GUIDELINES FOR
PREPARING A CUMULATIVE EVALUATION
Required by the ECU Faculty Manual, Part XII. Personnel Action Dossier (“PAD”)
For Promotion and Tenure Recommendations
In accordance with
provisions contained in Part XII(B)(2) of the ECU Faculty Manual, the Personnel Action Dossier (“PAD”) of a candidate
for tenure will include, “One [C]umulative [E]valuation in narrative form of the candidate's
teaching, research, service, and any other relevant duties, prepared by the
unit Tenure Committee. A draft of this
[C]umulative [E]valuation, to
be completed after the candidate turns in the
PAD, should be available for discussion by the entire Tenure committee
before the vote. (
In accordance with the provisions contained in Part
XII(B)(3) of the ECU Faculty Manual,
the PAD of a candidate for promotion will similarly include, “One [C]umulative [E]valuation in narrative form of the candidate's
teaching, research, service, and any other relevant duties, prepared by the
unit Promotion Committee. A draft of
this [C]umulative [E]valuation, to be completed after
the candidate turns in the PAD, should be available for discussion by the
entire Promotion committee before the vote.
(
These guidelines, with some
examples noted below, are intended as a tool to assist unit committees and unit
administrators in preparing Cumulative Evaluations. These are guidelines only; the Cumulative
Evaluations prepared by the Tenure/Promotion Committees and the unit
administrator must be consistent with criteria and provisions stated in the
approved Unit Code and consistent with the assigned responsibilities of the
candidate.
Similar to the annual progress
toward tenure letters, the Cumulative Evaluation should be objective,
summarizing the candidate’s strengths and weaknesses in teaching,
research/creative activity, service, and patient care and related clinical
activity (if appropriate).
Teaching
Provide an evaluation in the
form of a narrative summary of the candidate’s strengths and weaknesses in
teaching. Determine how the candidate
has either maintained or improved the quality of instruction. Areas to consider may include:
A statement of the unit’s
expectations for teaching as contained in the Unit Code, as well as a
description of how the candidate has met, failed to meet, or exceeded these
expectations, including supporting examples;
A discussion of the quality
of the candidate’s contributions in teaching, using approved methods of
evaluating teaching performance;
An evaluation of the
candidate’s teaching contributions relative to the unit’s needs;
A description of noteworthy
accomplishments of students for whom the candidate has been advisor;
A discussion of the
candidate’s involvement in curriculum development, including role in the design
and implementation of new or revised courses, development of new teaching
methods or materials, creation of new academic programs.
Research/Creative
Activity
Provide an evaluation in the
form of a narrative summary of the candidate’s strengths and weaknesses in
research and creative activity. Areas to
consider may include:
A statement of the unit’s
expectations for research as contained in the Unit Code, as well as a
description of how the candidate has met, failed to meet, or exceeded these
expectations, including supporting examples;
An evaluation of the
candidate’s contributions in research and creative activity relative to the unit’s
needs, including a discussion of the research/scholarship career thrust,
strategy and emphases of the candidate;
A statement evaluating the
current national and international standing of the candidate in the discipline.
Service
Provide an evaluation in the
form of a narrative summary of the candidate’s strengths and weaknesses in
service. Areas to consider may include:
A statement of the unit’s
expectations for service as contained in the Unit Code, as well as a
description of how the candidate has met, failed to meet, or exceeded these
expectations, including supporting examples;
An evaluation of the
candidate’s contributions in service relative to the unit’s needs, including
significance and external recognition of the candidate’s service activities and
assumption of leadership roles.
Patient Care and Related
Clinical Activity (as appropriate)
Provide an evaluation in the
form of a narrative summary of the candidate’s strengths and weaknesses in patient care and related clinical
activity. Areas to consider may
include:
A statement of the unit’s
expectations for patient care and clinical activity as contained in the Unit
Code, as well as a description of how the candidate has met,
failed to meet, or exceeded these expectations, including supporting
examples;
An evaluation of the
candidate’s contributions in patient care and clinical activity relative to the
unit’s needs, including significance and impact of clinical services not
otherwise available in the region.
Procedures for Cumulative Evaluations
After the candidate’s PAD is
provided to the Unit Committee (Tenure or Promotion, as appropriate), one draft
Cumulative Evaluation will be prepared by the Committee. The Tenure/Promotion Committee may designate
one or more of its members to prepare the draft for consideration by the entire
Committee’s membership. All materials
pertaining to the pending personnel action must be available for inspection at
least five business days prior to the Committee meeting. The appropriate Committee (Tenure or
Promotion) will discuss all materials presented, decide on the final contents
of the Cumulative Evaluation, conduct the required secret ballot vote, and
compile the results of the vote.
The Tenure/Promotion
Committee shall forward the candidate’s complete PAD, Committee’s
recommendation, and its Cumulative Evaluation to the unit administrator. The Committee will also forward a copy of its
recommendation and its Cumulative Evaluation to the candidate, with a statement
that the candidate has four working days from the date of the letter to include
a response to the Committee’s Cumulative Evaluation. If the candidate disagrees with the contents
of the Cumulative Evaluation, it is the responsibility of the candidate to make
this disagreement known in writing, addressed to the Chair of the
Tenure/Promotion Committee (as appropriate), for inclusion in the candidate’s
personnel file and the PAD. Copies of
this written response will be provided by the candidate’s to the unit
administrator to be placed in the candidate’s personnel file.
After receiving the
candidate’s PAD, the Committee’s recommendation and Cumulative Evaluation, and,
if appropriate, the candidate’s written response, the unit administrator will
write his/her own Cumulative Evaluation. The unit administrator will forward
the complete PAD, his/her own Cumulative Evaluation
and his/her recommendation to the next administrative level.
The unit administrator will
also forward a copy of his/her Cumulative Evaluation and his/her recommendation
to the candidate, with a statement that the candidate has four working days
from the date of the letter to include a written response to the unit
administrator’s Cumulative Evaluation.
The unit administrator will also send a copy of his/her recommendation
and Cumulative Evaluation to the Tenure/Promotion Committee. If the candidate disagrees with the contents
of the unit administrator’s Cumulative Evaluation, it is the responsibility of
the candidate to make this disagreement known in writing addressed to the
next-level administrator, with a copy to the appropriate Committee and the unit
administrator. Copies of this written
response will be placed in the candidate’s personnel file by the unit
administrator.