4.12 Evaluation and Annual Review

Policies and procedures outlined in this section are specifically applicable to full-time and part-time teachingfaculty.  Piedmont staff as well as adjunct faculty members, who are appointed on a per-course basis, are not included within the policies and procedures described below.  The dean of each college will develop and follow policies and procedures for evaluation of adjunctfaculty.

When duties other than teaching constitute a significant portion of the faculty member’s duties, evaluations will reflect the ratio of teaching to the other duties. Significant non-teaching or administrative duties will be evaluated using the Office of Human Resources Performance Evaluation Form. 

1. Annual faculty evaluations assist in determining reappointment and promotion in rank and, where appropriate, the award of tenure. Evaluation of faculty includes annual assessment of teaching effectiveness, academic advisement ability, professional scholarly development, and service. All of these areas of activity are important for annual evaluations, but competence and effectiveness in teaching are deemed to be centrally important.
2. Documentation for addressing the evaluated categories described above begins with a self-review by each faculty member. The faculty member then submits their self-evaluation to their department chair (or other dean’s designee) who then forwards the review to the dean for consideration. Finally, the dean completes a summative evaluation based upon the previous reviews. Faculty members’ self-reviews are due by February 1 each year.
3. Since the central purpose of the faculty evaluation process is to promote teaching effectiveness and development, deans will assess effectiveness in teaching through a consideration of self, peer, student, and administrative feedback. Evidence may include peer reviews, student course evaluations, and curricular innovations including new teaching methodologies and new or revised course development. Student evaluations, while an important factor in the overall process, are only one of several, and determinative factors for annual summative evaluations.
4. Each faculty member will have academic advising and/or other administrative responsibilities. Evidence of academic advisement ability and meeting other administrative responsibilities may include but not be limited to: self-evaluations, chair evaluations, student evaluations, availability to students/prospective students, and familiarity with degree requirements.
5. Documentation of professional scholarly development may include: additional advanced degrees, certificates, licenses, research, peer-reviewed books and articles, artistic productions or performances, and presentations to regional, national and international conferences.
6. Service includes service to the institution, the profession, and to the community. Evidence may be provided via official memoranda or documents from any of these areas.
7. Annual evaluations will conclude with a face-to-face summative evaluation meeting with dean or dean’s designee and the faculty member. This meeting will include goal setting and review.