FACULTY PERCEPTIONS OF ACADEMIC DEAN - The IDEA Center

The Dean’s Attention to Organizational Matters:
1 2 3 4 5 CJ NA
1 = A Definite Weakness
2 = More a Weakness than a Strength
3 = In Between
4 = More a Strength than a Weakness
5 = A Definite Strength
CJ = Cannot Judge (too little opportunity to observe)
NA = Not Applicable (not relevant to this dean)
10. ○ ○ ○ ○ ○ ○ ○ Keeping faculty informed of important developments.
11. ○ ○ ○ ○ ○ ○ ○ Obtaining faculty opinion on relevant issues or concerns.
12. ○ ○ ○ ○ ○ ○ ○ Providing support services which help the faculty function effectively.
13. ○ ○ ○ ○ ○ ○ ○ Maintaining an appropriate sized staff in the Dean’s Office.
14. ○ ○ ○ ○ ○ ○ ○ Providing departments ample opportunity to explain their needs.
The Dean’s Program Leadership:
1 2 3 4 5 CJ NA
15. ○ ○ ○ ○ ○ ○ ○ Leading in developing goals, expectations, and priorities which describe the
college’s mission and role.
16. ○ ○ ○ ○ ○ ○ ○ Leading in developing plans and strategies for achieving the college’s goals over
the next few years.
17. ○ ○ ○ ○ ○ ○ ○ Communicating goals and priority expectations for each department or division.
18. ○ ○ ○ ○ ○ ○ ○ Keeping informed about each department’s plans, priorities, accomplishments and
needs.
19. ○ ○ ○ ○ ○ ○ ○ Conducting a credible review/evaluation of departments on a regular basis.
20. ○ ○ ○ ○ ○ ○ ○ Allocating resources in ways which are consistent with the college’s goals and
priorities.
The Dean’s Personnel Management Performance:
1 2 3 4 5 CJ NA
21. ○ ○ ○ ○ ○ ○ ○ Selecting and retaining department or division heads.
22. ○ ○ ○ ○ ○ ○ ○ Arbitrating disputes between faculty and department heads.
23. ○ ○ ○ ○ ○ ○ ○ Assisting in the recruitment of new faculty members.
24. ○ ○ ○ ○ ○ ○ ○ Making promotion and tenure recommendations/decisions.
25. ○ ○ ○ ○ ○ ○ ○ Making appropriate efforts to retain outstanding faculty members.
26. ○ ○ ○ ○ ○ ○ ○ Implementing Affirmative Action/Equal Opportunity policies.
Use the space below to elaborate on any of the ratings you made of the dean’s administrative effectiveness or to
comment on other aspects of his/her performance.