Regulation on Performance Reviews of Tenured Faculty of ECU (Post-Tenure Review)

1. Introduction

Described in this Regulation are the requirements necessary to develop procedures concerning performance reviews of tenured faculty to insure the continuation of the rigorous application of post-tenure review as intended by ECU’s Board of Trustees and the Policy on Post Tenure Review and the Board of Governors in UNC Policy 400.3.

2. Purpose: The Post Tenure Review process is designed to:

• 2.1 Assist faculty members in meeting university performance expectations;
• 2.2 Recognize and reward exemplary faculty performance when faculty members exceed expectations;
• 2.3 Provide for a clear plan and timetable for improvement of performance when faculty do not meet expectations; and
• 2.4 Provide for the imposition of appropriate sanctions, consistent with Chapter VI of The Code of the University, when faculty members do not meet the goals established in a faculty success plan.

3. Establishment of Procedures and Guidelines for Post Tenure Review

• 3.1. The ECU Faculty Manual shall contain post-tenure review procedures and guidelines that are consistent with this Regulation.
• 3.2. All procedures and guidelines developed in accordance with this Regulation shall be subject to review and approval of the Chancellor.
• 3.3. Pursuant to the requirements of UNC Policy 400.3.3. all procedures implemented under this Regulation must be submitted to the UNC System Office and approved by the president.
• 3.4. All procedures and guidelines shall be reviewed, and as needed, updated at least every three years.

4. Procedures and Guidelines for Post Tenure Review

• 4.1. The Post-Tenure Review of each tenured faculty member shall take place at least every five years.
• 4.2. Expectations for Post Tenure Review:
  • 4.2.1. All participants in the post-tenure review shall consider the faculty member’s annual evaluations and any faculty success plans required in the time period under review.
  • 4.2.2. The review shall include faculty self-evaluation, involve peers in the review process, assure written feedback as well as a mechanism for faculty response to the evaluation, and
  • 4.2.3. Shall require a faculty success plan for any faculty member whose performance review results in “does not meet expectations” in any area.
• 4.3. In addition to the requirements provided by ECU’s Policy on Post Tenure Review, the following requirements shall be observed in the development or revision institutional procedures and guidelines for post-tenure review:
  • 4.3.1. The standard for the performance review of tenured faculty member performance is whether they discharge conscientiously and with professional competence the duties associated with their position.
  • 4.3.2. All procedures and guidelines implemented under this regulation shall be created with the presumption of competence on the part of each tenured faculty member.
  • 4.3.3. The performance review for a faculty member must reflect the nature of the individual’s field or work and must conform to fair and reasonable expectations as recognized by faculty peers in the individual’s academic unit.
  • 4.3.4. The performance review must be conducted in a manner free of arbitrary, capricious, or discriminatory elements and must follow the procedures delineated in the subsections below.

5. Certifications

• 5.1. The department chairs/academic unit heads, through their deans, shall certify compliance with all aspects of the post- tenure review process and with UNC policy and guidelines to the Provost.
• 5.2. The Provost, as the University’s chief academic officer, shall certify via annual report that all aspects of the post-tenure review process are in compliance with UNC Policy 400.3. and any associated regulations.

6. Record Keeping Requirements

• 6.1. Units are required by law to maintain all documentation of their efforts to implement the PTR policy. The unit head will ensure that all post tenure review documentation (i.e. submission by the faculty member, all written assessments, the faculty member’s response (if any, and other documents related to the review) is placed in the faculty member’s personnel file, which is confidential and not open for inspection except as provided by state law and shall be maintained pursuant to the University’s record retention schedule.