MEMORANDUM


TO:                 All Faculty
FROM:           Faculty Status Committee (FSC)
SUBJECT:      Faculty Evaluation
DATE:             May 1, 2013


As per Policy 152.2: Evaluation of Faculty, Furman University uses evaluations of faculty members as a basis for decisions concerning salary increases. In conjunction with other pertinent data, evaluations are also used in decisions about promotion, tenure, renewal of contract, nonrenewal of contract, or termination.

The form entitled "Furman University 2013 Faculty Evaluation” – available from Moodle Faculty Notices and from FSC’s website (http://www2.furman.edu/sites/governance/ FacultyStatus/Pages/default.aspx) – is the primary document to be used in the annual and biennial evaluation process. Please be sure to complete the “2013 form” for the self-evaluation.

All probationary faculty are evaluated annually and will be evaluated in the Fall of 2013 for the period August 1, 2012 – July 31, 2013. Faculty in their first year of teaching at Furman during the 2013-2014 academic year will not use this form but will be evaluated by the department chair in a letter to the Dean of the Faculty as described in Policy 152.2.

All tenured faculty are evaluated biennially and will be evaluated in the Fall of 2013 for the period August 1, 2011 through July 31, 2013.

Faculty who were awarded tenure effective August 1, 2013 must submit a one-year evaluation for the 2012-2013 academic year.

The information reported by the faculty member in Part I provides the basis for the department chair's evaluation in Part II. Both parts are subsequently considered by FSC in making merit recommendations to the Dean of the Faculty. Your chair will give you a deadline for submitting Part I. You are expected to submit an electronic copy or a signed hard copy of Part I. A copy of your updated CV should also be included.


Reminders

1.  The Policies and Procedures Manual includes a number of policies that provide guidance in
     matters of evaluation, promotion, and tenure. You are encouraged to review the following:

100.0   Faculty Security
101.1   Faculty Salaries
122.2   Surveys of Student Opinion of Instruction
152.2   Evaluation of Faculty
157.3   Promotion
157.4   Probationary Appointment
157.8   Faculty Rank
158.4   Tenure
167.8   Expectations of Scholarly and Creative Activity
198.2   Faculty Status Committee Operating Procedures

More detailed information on interpreting these policies is available from either your department chair and/or FSC.

2.  Evaluations of faculty performance are based on teaching effectiveness, professional activity, and institutional service, with teaching effectiveness being most important (Policy 152.2). Also considered are devotion to duty, professional ethics, university citizenship, and, as appropriate, community service. The details associated with each criterion in the evaluation form reflect the variety and complexity of the data, not the relative weight given to each criterion.

3.  If a faculty member does not complete and submit Part I of the evaluation form, FSC will recommend no merit raise for that evaluation period.

4.  In completing Part I of the evaluation form, it is important that the faculty member provide data to enable the chair and FSC to make an accurate assessment. Most members of FSC will be from outside your discipline; the significance of your professional accomplishments may therefore not be obvious to them without interpretation provided by you and your chair. (Part II of the evaluation form gives examples of the kinds of questions that FSC needs to have answered.)

5.  The scale to be used by chairs and FSC for merit salary recommendations has five categories:

     Category A:  Merit supplement not recommended for unsatisfactory work.

     Category B:  Merit supplement recommended for work representing Furman’s high standards.

     Category C:  Merit supplement recommended for work representing Furman’s high standards for
                            teaching, professional activity, and service, and significantly exceeding Furman’s
                            high standards in one of the three areas.

     Category D:  Merit supplement recommended for work representing Furman’s high standards for
                            teaching, professional activity, and service, and significantly exceeding Furman’s
                            high standards for teaching and either professional activity or service.

     Category E:  Merit supplement recommended for work that significantly exceeds Furman’s high
                           standards for teaching, professional activity, and service.

6.  FSC attempts to translate a department chair’s merit recommendations into a University-wide scale in an equitable manner. Thus, FSC’s merit recommendations may differ from those of a department chair. When recommending merit salary increases, FSC considers only the faculty member's work during the designated evaluation period. However, if you believe that FSC needs to place this work in a larger context, please be sure to include a curriculum vita with
Part I.

7.  FSC does not make recommendations concerning salary corrections for perceived past inequities.

8.  File 108.1 states that every faculty member has the right of access to the completed evaluation form (Parts I and II), which is retained in the Dean's office.

Chairs must submit the completed Faculty Evaluation forms (electronic and signed hard copies) to the Dean of the Faculty by Friday, September 20, 2013.


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