Faculty Manual - COST Home Page - Texas Southern University

More documents

Recommendations

Info

Personal Leadership Areas 5 4 3 2 1 U Communication and listening skills 5 4 3 2 1 U Dedication/Commitment 5 4 3 2 1 U Administrative style 5 4 3 2 1 U Delegation and follow through 5 4 3 2 1 U Conflict resolution 5 4 3 2 1 U Fairness/Equity 5 4 3 2 1 U Advocacy for support staff 5 4 3 2 1 U 3. What are the strengths of this administrator? 4. What are the weaknesses of this administrator? 6. What specific recommendations do you have to improve the performance of 17
6. On a scale of 5 (high) and 1 (low), how would you rate in terms of overall effectiveness? 5 4 3 2 1 U 7. On a scale of 5 (high) and I (low) indicate your level of enthusiasm for the continuance/reappointment of 5 4 3 2 1 APPENDIX I. BEST PRACTICES for a PERFORMANCE REVIEW SYSTEM FOR FACULTY 1. The performance review system must meet the “Criteria and Procedures for Evaluation” (4.8.10) of the <strong>Southern</strong> Association of Colleges and Schools which stipulate that: (1) an institution must conduct periodic evaluations of individual faculty members: (2) the evaluation must include a statement of the criteria against which the performance of each faculty member will be measured; (3) the criteria must be consistent with the purpose and goals of the institution and be made known to all concerned; and (4) the institution must demonstrate that it uses the results of this evaluation for improvement of the faculty and its educational program. 2. The performance review system should be both formative (designed to be a supportive process that promotes self-improvement) and surnmative (accesses and judges performance). 3. The performance review system process and criteria should be explained to new hires. 4. All faculties, including tenured faculty at all ranks, are reviewed annually and receive a written performance evaluation. In this way, for those institutions with a tenure system, the performance review should not pose a threat to the tenure system but extends and enlarges it. 5. The performance review system should have been developed jointly by the faculty and administrators of an institution. 6.The performance review system should allow for discipline-specific components. 7. The performance review system should provide opportunities for reflection, feedback, and professional growth whose goal is to enhance instruction at the institution. 8. The performance review system should include written performance evaluation data from four sources: a. Annually, instruction and course evaluation forms completed anonymously by students through a standardized process and submitted for each course (not section) taught; 18
Page 1 and 2:
Texas Southern University Faculty M
Page 3 and 4:
4.8 Notification of Termination of
Page 5 and 6:
Intellectual Property Policy Copyri
Page 7 and 8:
B. Suggestions for Changes to the M
Page 9 and 10:
Ryan Junior High). In 1947 it moved
Page 11 and 12:
Members of the faculty have achieve
Page 13 and 14:
Board of Regents when required; cou
Page 15 and 16:
salary, in accordance with Universi
Page 17 and 18:
shall be selected from a slate of t
Page 19 and 20:
3.0 Principle of Academic Freedom S
Page 21 and 22:
2. Assistant Professor a) Academic
Page 23 and 24:
c) Other Part-time Faculty Part-tim
Page 25 and 26:
4.0 Procedures for Faculty Appointm
Page 27 and 28:
Each school or college shall conduc
Page 29 and 30:
If the decision of the departmental
Page 31 and 32:
Annual Faculty Evaluation Form 3 Ev
Page 33 and 34:
member in the written plan for near
Page 35 and 36:
2) Assessment: The faculty member a
Page 37 and 38:
4.12 Salary Determination Procedure
Page 39 and 40:
5.1 Purpose SECTION FIVE PROFESSION
Page 41 and 42:
Each department shall insure that o
Page 43 and 44:
forms provided by the Registrar for
Page 45 and 46:
k. Student Rights and Responsibilit
Page 47 and 48:
5.9. Policy On Textbooks Purchased
Page 49 and 50:
2. Terms of Sabbatical Leave a) Hal
Page 51 and 52:
A leave of absence without pay impl
Page 53 and 54:
ecommendations of the department ch
Page 55 and 56:
Warrants of faculty members who owe
Page 57 and 58: 7.0 Termination SECTION SEVEN POLIC
Page 59 and 60: 7.6 Hearing Procedure 7.7 Represent
Page 61 and 62: SECTION EIGHT GRIEVANCE PROCEDURES
Page 63 and 64: 1) Policy 2) Procedure Texas Southe
Page 65 and 66: Upon completion of the grievance pr
Page 67 and 68: SECTION NINE PARTICIPATION IN UNIVE
Page 69 and 70: Associate Provost for Research/Dean
Page 71 and 72: Section Ten - Appendices Faculty Co
Page 73 and 74: SECTION I THE CONSTITUTION OF THE F
Page 75 and 76: A member of the Assembly may not ho
Page 77 and 78: (1) member from each of the remaini
Page 79 and 80: B. Committee Members: A member of a
Page 81 and 82: distribute these proceedings to the
Page 83 and 84: SECTION II BYLAWS OF THE FACULTY AS
Page 85 and 86: SUMMARY OF SELECTED UNIVERSITY POLI
Page 87 and 88: Ethics Laws for State Officers and
Page 89 and 90: of the initiation of the plan, the
Page 91 and 92: ANNUAL FACULTY REVIEW FORMS I. Proc
Page 93 and 94: I. TEACHING EXCELLENCE ANNUAL FACUL
Page 95 and 96: I I . R E S E A R C H A. Goals/Obje
Page 97 and 98: I V . F A C U L T Y D E V E L O P M
Page 99 and 100: Department I . T E A C H I N G I I
Page 101 and 102: ANNUAL FACULTY REVIEW Name Departme
Page 103 and 104: A N N U A L F A C U L T Y R E V I E
Page 105 and 106: I. TEACHING EXCELLENCE ANNUAL FACUL
Page 107: Faculty of APPENDIX C FORM FOR SURV
Page 111: faculty member will be subject to d
show all

Faculty Manual - COST Home Page - Texas Southern University

Create successful ePaper yourself

Delete template?

Save as template?