c) Description of formal procedures for evaluating faculty competence and performance.

WKU follows guidelines set forth by SACS to assure a qualified faculty (Appendix 48). Faculty performance is evaluated annually, and through the promotion and tenure process.

After three years of service faculty are encouraged, but not required, to go through a mid-tenure review process. This review is conducted by senior faculty members of the department and uses the same criterion used for promotion & tenure. Upon completion of the review, comments and suggestions are forwarded to the junior faculty member. At that point the department head works with senior faculty members to establish a plan to mentor the individual in addressing any identified weaknesses revealed in the mid- tenure review process.

40 _{http://www.wku.edu/Dept/Support/AcadAffairs/PIE/PIE.htm} 41 _{http://www.wku.edu/Dept/Support/HR/AAAweb/Training08.htm} 42 _{http://www.wku.edu/infotech/index.php?page=90&type=F}

Annual Evaluation

Each faculty member prepares an annual report which is used as the basis for her/his annual evaluation by the department head. Faculty are evaluated on teaching

effectiveness; advising; cooperation in departmental, college and university activities; research; university and public service; continuing professional development;

contributions to the University mission; and progress toward meeting short- and long- term goals. Beginning in the 2007/2008 academic year, these data are being captured online, institutionally, through “Digital Measures.”

The department head forwards a recommendation relative to salary increment, promotion, and/or tenure to the college dean, who makes a similar evaluation and forwards his/her recommendation and the recommendation of the department head to the Provost/Vice President for Academic Affairs. The President receives a

recommendation from the Provost/ Vice President for Academic Affairs and forwards his/ her own recommendation to the Board of Regents, which makes the final decision. Tenure-Track Faculty

All non-tenured and tenure-track faculty are evaluated annually for continuation by, successively, the tenured faculty, department head, dean, provost, president, and Board of Regents. For tenure-track faculty, a specific evaluation of progress toward tenure is also completed each year by the department head.

Unless otherwise negotiated, faculty are eligible to apply for tenure during their sixth academic year of employment, to be effective beginning their seventh year. Decisions concerning tenure will be based on performance in the following categories:

instructional activities, other scholarly activities, and service to and for the University. It is understood that the faculty member should cooperate in working with colleagues in carrying out the University's educational mission.

The following general statements are guidelines for evaluating the faculty member's performance in assigned responsibilities:

 The evaluation of instructional performance considers factors including

knowledge of subject matter, teaching effectiveness, academic advisement, and curriculum development.

 The evaluation of other scholarly activities considers factors including the

individual's activities and achievements in areas such as research, publications, program participation at professional meetings, creative activity, and work toward a terminal degree (if the degree is a requirement for the position).

 The evaluation of service to and for the University considers factors including committee work, student-related activities, and public and community service. Public and community service should be related to the special competencies of the individual and be an extension of the faculty member's role as a scholar- teacher.

Procedures for tenure are found in the Faculty Handbook (pgs 33-35) as well as in the CHHS Policies and Procedures (Appendix 22), and DPH Promotion and Tenure Guidelines (Appendix 23).

Tenured Faculty

Tenured faculty are evaluated through an annual post-tenure review designed to commend and recognize superior performance through merit pay; encourage and facilitate improvement wherever necessary; maximize opportunities for continuing professional development; and, advance attainment of institutional goals. The post- tenure review process incorporates and builds upon the existing system of annual performance reviews. Key elements of the review process include annual activity reports submitted by each faculty member, results of student (SITE) evaluations of faculty, and department head evaluation.

The results of the annual post-tenure review process are provided to the college dean and the Provost/Vice President for Academic Affairs and are incorporated into

recommendations for merit salary increases and university recognition and awards. If areas needing improvement are identified, the department head works with the faculty member in developing a plan for improvement and monitors progress during the following year.

Any dispute involving an individual faculty member’s evaluation under the post-tenure review process will be resolved, if possible, at these levels (in order): department head; college dean; Provost/Vice President for Academic Affairs. Any unresolved disputes may be submitted to the Faculty Grievance Committee through the President. Promotion

Promotion decisions at WKU are made at six levels: recommendations from department peer review, the department head, the academic dean, the Provost/ Vice President for Academic Affairs, the President, and approval by the Board of Regents. Review at all levels apply the standards for promotion set by the University. By University policy, academic deans must establish levels of achievement that equalize the rigor with which candidates from different departments are judged. These guidelines must be in

compliance with the standards stated in the Faculty Handbook. Academic departments, in turn, develop standards that state explicitly the requirements for promotion and tenure. These, too, must be in accord with the Faculty Handbook and those established within the college.

Promotion to Associate Professor. Unless otherwise negotiated, faculty are eligible to apply for promotion to associate professor after five years of service at the assistant level. General criteria include:

 Teaching Effectiveness--attainment of at least the average level of performance according to departmental standards.

 Research/Creative Activity--tangible evidence of high-quality productivity.

 University/Public Service--tangible evidence of high-quality productivity.

Promotion to Full Professor. Unless otherwise negotiated, faculty are eligible to apply for promotion to full professor after five years of service at the associate level. General criteria include:

 Teaching Effectiveness--consistently above the average level of performance according to departmental standards.

 Research/Creative Activity--a record of significant and high-quality productivity.

 University/Public Service--a record of significant and high-quality productivity. Specific guidelines and standards for promotion are found in the Faculty Handbook (pgs 26-29), CHHS Policies and Procedures (Appendix 22) and DPH Promotion and Tenure Guidelines (Appendix 23).

4.2.d) Description of the processes used for student course evaluation and