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Evaluation of Faculty

 

 

Colleagues, administrators, students, and other appropriate groups evaluate faculty members in numerous ways during their careers.  Faculty evaluation systems should be designed to encourage faculty members to improve the quality of their teaching, research, and service.

As members of collective bodies and as part of their professional responsibilities, faculty members may be called upon to make formal recommendations on the status of their colleagues with respect to:

Procedures involving the evaluation of faculty should be established and maintained through faculty governance processes, especially through collective bargaining.  Procedures for evaluating the teaching, research, writing, and service of faculty members should involve other faculty who have appropriate expertise in the discipline.  These faculty should come from within the institution and, where appropriate, may include faculty from outside of the institution. 

Likewise, post-tenure review systems, where created, should be:

NEA believes that post-tenure review systems should never undermine tenure nor place the burden on tenured faculty to demonstrate their worthiness. 

While recommendations on the status of colleagues are made by groups of faculty, it is the responsibility of the administration to ensure the adequacy of the consideration, the propriety and fairness of the procedures, and to make the ultimate decision emerging from the process. Appeals of decisions arising from these procedures are lodged, therefore, against the administration and not against the faculty body making the recommendation. At some institutions these latter procedures have been replaced in whole or part, and/or are subject to review, by a contractual grievance and arbitration system negotiated by elected representatives of the faculty.