ACD 506–10: Annual Evaluations of Faculty
To define responsibilities in annual evaluations
Arizona Board of Regents Policy Manual - 6–201
Office of the Executive Vice President and Provost of the University
Faculty appointed at 50 percent FTE and greater
Annual performance evaluations serve three distinct purposes: comply with Board of Regents requirements to encourage faculty to establish goals for continued academic progress; guide decisions about salary adjustments; and institute the first step in the post-tenure review process for tenured faculty. An annual review on progress toward tenure for probationary faculty may occur at the same time and be based on the same material as the annual performance evaluation; however, probationary reviews are prospective and reflect the academic unit’s review of the candidate’s future promise. Annual performance evaluations are retrospective. The procedures and standards used in annual performance evaluations must be consistent with but are different from those used in retention, tenure, and promotion reviews.
An annual performance evaluation is required of all 50 percent FTE and greater faculty, regardless of appointment category; faculty on less than a 50 percent FTE appointment may be evaluated annually. The review should cover the previous 36 months, with substantial emphasis on the current year.
Each academic unit must have written policies that describe:
The academic unit’s recommended written plan must be approved by the voting members of the unit’s academic assembly as specified by unit policies, and then submitted for review and action by the dean, and the executive vice president and provost of the university. Annual evaluations for faculty should be completed by March 31 each year.
The chair/director should:
A performance evaluation may be appealed to the next higher administrator above the evaluator. The request for an appeal must be made within 30 working days (excluding summer) of receipt of the evaluation. The final decision lies with the appeal review administrator who must complete the review and notify the appellant within 30 working days (excluding summer) after the receipt of the appeal.
Individuals may also file a complaint regarding their annual performance evaluation in accord with ACD 401, “Nondiscrimination, Anti-Harassment, and Nonretaliation.”