Performance evaluations provide essential feedback to faculty on how their productivity compares to expectations, and present an important opportunity for mentoring and career guidance. As an integral component of the School’s planning and evaluation processes, faculty evaluations also assist the Dean, Department Chairs and Institute Directors in determining the optimal allocation of resources to support the School’s mission.
The use of articulated criteria fosters transparency and encourages the fair and consistent treatment of all members of the faculty, including tenured faculty and faculty holding endowed chairs. In turn, decisions regarding resource allocation can then be based on appropriate objective criteria which reflect the mission of the School, and the legitimate goals of a particular department or institute.
Set forth below are performance criteria which capture a broad range of activities in which faculty may be involved. Recognizing that each member of the faculty plays a unique role in the academic community and that roles may change from time to time, it is unlikely that all of these criteria will be applicable to a single individual; additionally, alternate or supplemental criteria may be appropriate for a particular department/institute or faculty member.
The criteria are divided into five sections which reflect the School's mission: scholarship, teaching, research, patient care, and service. Individual evaluations will take into consideration rank, track, specialty, time/effort devoted to activities and compensation coverage for those activities and other relevant characteristics of each faculty member.