Center Director Evaluation Policy
This policy describes the college system for both the annual and comprehensive review of Center Directors. The appointment of a Center Director is at the discretion of the Dean in consultation with the faculty and staff associated with the center.
Annual Evaluation
Since Center Directors must function both as faculty members and as administrators, they will be evaluated annually in both areas as outlined in this document.
Evaluation as Faculty Members
Activity Categories. The Center Directorās activity as a faculty member will be evaluated by the department/school housing their faculty appointment in the same three categories as all other faculty: Teaching, Sustained Engagement Activity, and Professional Activity/Service. In addition, the Center Director will be evaluated separately for administrative performance.
Workload. The workload allocated to the three activity categories and the administrative duties of the Center Director will be determined in consultation with the Dean. Since Center Directors receive course releases to devote substantial time to administration, workload proportions in the three activity categories will be different from that of typical faculty members. Since the usual teaching load for a Center Director will be reduced by two courses, Center Directors will be evaluated in proportion to the percentage of their normal load that is released. For example, if the normal load is 6 courses with two releases as Center Director then the workload allocation would be 67% Faculty and 33% Administration as Faculty Members. If the normal load is 5 courses then the allocation would be 60% as Faculty and 40% as Administrators.
Evaluation Process. A Center Directorās performance as a faculty member will be evaluated by the department/school Faculty Evaluation committee using the same criteria as used with all other faculty members. For this purpose, the Center Director will submit the same Annual Report of Faculty Activity, a Faculty Annual Evaluation Form and a Faculty Development Form as all other faculty.
As with all other faculty, the committee will review the material submitted and prepare a peer review of the Center Directorās performance, which will be sent to both the Department Chair and the Dean. A copy of the peer evaluation will be sent to the Center Director at the same time.
Evaluation as Administrators
The Center Directorās performance as an administrator will be evaluated by the Dean. The Center Director will typically prepare a summary of administrative accomplishments and a set of goals for the next year for the Dean to use as part of this assessment. If desired, the Dean may solicit feedback from the faculty, staff and or external constituents involved with the Center with consultation with the Center Directors to determine the individuals in the best position to provide such feedback.
Calculation of Raises
The Dean shall work with the Department Chair to determine raises for Center Directors considering both the peer review of the Center Directorās performance as a faculty member and the Center Directorās performance of administrative duties weighted by the appropriate workload percentages. The Dean and Department Chair will determine how to translate the Level achieved by the Center Director in each of the three faculty activity areas and the Center Directorās administrative performance into a raise percentage.
Comprehensive Review
When a Center Directorās term of appoint (usually 3 or 5 years) is in its final year, the Center Director will meet with the dean in the first few weeks of the Spring term to determine whether he or she wishes to seek reappointment. If reappointment is to be considered, a comprehensive review will be conducted accordingly.
To complete the comprehensive review, in the third week the Center Director will first provide the dean with a summary of his or her administrative accomplishments over the preceding years of the Directorās term. The dean may meet with the faculty, staff and/or external constituents associated with the Center either individually or as a group to seek additional input. The Center Director will be consulted to determine the individuals in the best position to provide such feedback. In addition, the dean may consult members of the Executive Committee for comments.
After due consideration of the Center Directorās administrative summary and any input from other sources, the dean will provide a written performance review to the Center Director. This review will include a decision regarding reappointment of the Center Director.