The extended review described in AC40 will be completed every five years for all full-time tenured and fixed-term, multi-year faculty members, with the exception that those faculty members who have committed to retiring within two years are exempt. Tenure-track faculty members who are in probationary status are also exempt.
During the year of a faculty member’s extended review, the annual review will occur routinely as a separate process.
In preparation for the extended review, the school director will gather all of the evidence related to the faculty member’s teaching, research, and service for the previous five years that has accumulated through the process of the annual reviews and, in subsequent extended reviews, from previous extended reviews. (The preparation of a dossier for promotion review will substitute for the five years of evidence needed for the extended review, and, where that is the case, all confidentiality rules about access to the external letters will be observed. A promotion review will not substitute for the goal-setting part of the review as described below.) The faculty member will review this evidence for accuracy and completeness prior to its submission.
The faculty member will be asked to assess his or her performance over the past five years, considering both strengths and weaknesses, and to provide a proposed set of goals and objectives for the next five years and a plan for meeting them.
The director will comment in writing about the faculty member's performance within the past five years and about the faculty member’s goals and objectives for the next five years. The director will be advised by a school-level peer review committee. The commentary should be detailed and developmental, specifically noting all successes, any problems, and any need to refocus the faculty member’s efforts. The director will then share the above information with the chancellor for his or her response.
The director then meets with the faculty member to review all of the above material and to forge a consensus about the future and ways in which progress will be monitored through subsequent annual and extended reviews. If so desired, the faculty member may append a written response to the director’s comments.
Where major problems are identified or where the faculty member and the director are unable to forge an agreement about actions to be taken, the faculty member and the director will meet with the chancellor to discuss the problems and to resolve any disagreements. At the conclusion of the above process, a copy of all of the above documentation will be submitted to the chancellor.
During subsequent annual evaluations, the faculty member and the director will discuss the progress made toward the five-year goals and will modify them in response to unforeseen challenges and opportunities.
December 1, 1999
Revised April 7, 2009
Revised June 16, 2017