EFFECTIVE DATE: April 16, 1998
ISSUE #: 2
PRESIDENT: Max Castillo
PURPOSE
This PS describes how the University complies with state and system
policies regarding the performance evaluation of tenured faculty.
POLICY/PROCEDURES
2.1 Policy
All persons holding academic tenure at the University of Houston –
Downtown (UHD) are subject to an annual comprehensive
performance evaluation. The evaluation process is based on the
professional responsibilities of the faculty member in teaching,
research, service and, where applicable, administration, and includes
peer review. The process is directed toward the professional
development of the faculty member and incorporates commonly
recognized academic due process rights.
2.1.1 Performance evaluation policies for tenured faculty
All tenured faculty members whose principal responsibility is
teaching are evaluated according to the procedures set forth in PS
10.A.05 (Faculty Performance Evaluations). Chairs are evaluated
according to the procedures set forth in PS 10.A.11 (Annual
Evaluation of Department Chairs) while deans are evaluated
according to the procedures of PS 10.A.12 (Annual Evaluation of
Academic Deans). Other administrators who hold academic tenure
are evaluated according to PS 02.B.07 (Administrative Evaluation
Policy). Staff members holding academic tenure are evaluated under
PS 02.B.06 (Staff Performance Evaluations Policy).
2.1.2 Performance Categories
All of the University's evaluation procedure policies require that the
person being evaluated be placed into one of five merit categories.
The middle or third category is the "average" category while the top
category is reserved for those exhibiting an exceptionally high level
of performance and the bottom category is reserved for those whose
performance has been judged to be significantly below average.
2.1.3 Performance notification
All tenured faculty members receive a written notification of the
annual performance evaluation findings.
2.1.4 Loss of academic tenure and dismissal
According to PS 10.A.06 (UHD Faculty Dismissal Policy and
Procedures), "substantial and manifest neglect of professional or
academic responsibilities" on the part of a tenured faculty member is
cause for dismissal. Moral turpitude, medical reasons, and financial
exigency may also be cause for dismissal. Dismissal shall not be used
"to restrain faculty members in their exercise of academic freedom."
2.1.5 Discipline and dismissal of staff and administrators
holding academic tenure
All administrators serve in their administrative roles at the pleasure
of the president. Administrators and staff are subject to the
disciplinary provisions of PS 02.B.03 (Discipline Staff Employment
Policy) as well as to the provisions of PS 10.A.06 (UHD Faculty
Dismissal Policy and Procedures).
2.2 Procedures
Comprehensive annual performance evaluations will be conducted
according to the procedures of the above-referenced policies on
performance evaluations. A faculty member may be subject to
revocation of tenure or other appropriate disciplinary action if
incompetence, neglect of duty, or other good cause is determined to
be present.
2.2.1 Initial indication of unacceptable performance
Tenured faculty members whose evaluation places them in the
lowest category in teaching, or whose combined teaching and
service evaluation or summary administrative evaluation places
them in the lowest overall category, will be informed in writing by
their supervisor that their performance has not met the level of
performance expected of a tenured faculty member. The supervisor will indicate in writing the deficiencies in performance and offer
suggestions as to what could be done to correct them.
2.2.2 Development Plan
When a tenured faculty member receives an unsatisfactory
performance evaluation, the supervisor and the department rank and
tenure committee will meet with the faculty member to prepare a
development plan showing what must be done to bring performance
to an acceptable level. Members of the Department Rank and
Tenure Committee will monitor the tenured faculty member's
progress in meeting the conditions set forth in the development plan
and will determine whether any additional action, including use of
PS 10.A.06 (UHD Faculty Dismissal Policy and Procedures), is
required. The length of time a tenured faculty member has to satisfy
the requirements identified in the development plan shall not exceed
three years.
2.2.3 Other provisions
Nothing in this policy shall be construed to prevent the University
from invoking any of the provisions of PS 10.A.06 (UHD Faculty
Dismissal Policy and Procedures) when it believes such action is
necessary.
2.2.4 Due process and grievance procedures
Faculty grievance procedures are described in PS 10.A.02 (Faculty
Grievance Procedures), PS 10.A.05 (Faculty Performance
Evaluations), PS 10.A.11 (Annual Evaluation of Department
Chairs) and PS 10.A.12 (Annual Evaluation of Academic Deans).
Before a faculty member may be subject to disciplinary action on
the basis of performance evaluations, notice of specific charges and
an opportunity for a hearing on those charges must be provided. A
faculty member subject to revocation of academic tenure on the
basis of performance evaluations has the opportunity for referral of
the matter to a non-binding alternative dispute resolution process as
described in Chapter 154, Civil Practice and Remedies Code. If
both parties agree, another type of alternative dispute method may
be elected.
REVIEW AND RESPONSEBILITIES
Responsible Party: President
Review: As needed
