DEPARTMENT OF APPAREL, TEXTILES, AND INTERIOR DESIGN
ANNUAL EVALUATION GUIDELINES
(Approved by Faculty Vote on 8/20/2014)
PROMOTION AND TENURE GUIDELINES
(Approved by Faculty Vote on 8/20/2014)
POST-TENURE REVIEW
(Approved by Faculty Vote on 8/20/2014)
REVIEW DATE FOR ANNUAL EVALUATION GUIDELINES *(WHICH
INCLUDES THE CHRONIC LOW ACHIEVEMENT STATEMENT AND THE
PROFESSORIAL PERFORMANCE AWARD): 8/20/2019
REVIEW DATE FOR PROMOTION AND TENURE GUIDELINES*: 8/20/2019
REVIEW DATE FOR POST-TENURE REVIEW: 8/20/2019
Barbara G. Anderson, Department Head
Date signed: 8/21/2014
John Buckwalter, Dean
Date signed: 8/21/2014
April C. Mason, Provost and Senior Vice President
Date signed: 9/2/2014
*Each academic department is required by University Handbook policy to develop department documents
containing criteria, standards, and guidelines for promotion, tenure, reappointment, annual evaluation and
merit salary allocation. These documents must be approved by a majority vote of the faculty members in
the department, by the department head or chair, by the dean concerned, and by the provost. In
accordance with University Handbook policy, provision must be made to review these documents at least
once every five years or more frequently if it is determined to be necessary. Dates of revision (or the vote to
continue without revision) must appear on the first page of the document.
I.
TableofContents
II.
Introduction............................................................................................................................... .......................................3
III.
Appointment............................................................................................................................... ......................................4
A.
IndividualizedAssignments............................................................................................................................... ................4
1.
FacultyAppointmentCategoriesandTypicalPercentagesofTimeAssignedforEach.................................................4
2.
Collegiality/AcademicCitizenship(refertoAppendix6)...............................................................................................5
IV.
AnnualMeritSalaryAdjustments............................................................................................................................... ......6
A.
AnnualEvaluationGuidance............................................................................................................................... ..............6
1.
EvaluationofInstructionalPerformance......................................................................................................................8
2.
EvaluationofScholarshipPerformance........................................................................................................................ 8
3.
EvaluationofServicePerformance............................................................................................................................... 9
4.
EvaluationofProfessionalStaffPerformance...............................................................................................................9
5.
EvaluationofCollegiality/AcademicCitizenshipPerformance....................................................................................10
V.
Reappointment............................................................................................................................... ...............................10
A.
ProceduresforReappointmentofNonͲtenuredFaculty................................................................................................11
B.
CriteriaforReappointmentofNonͲtenuredFaculty.......................................................................................................12
VI.
MidͲTenureandTenure............................................................................................................................... ...................12
A.
MidͲtenureReview............................................................................................................................... ..........................12
B.
TenureReview............................................................................................................................... .................................12
C.
CriteriafortheGrantingofTenure............................................................................................................................... ..14
VII.
Promotion............................................................................................................................... ........................................14
A.
PromotiontoAssociateProfessorwithTenure..............................................................................................................14
B.
PromotiontoProfessor............................................................................................................................... ....................15
VIII.
GraduateFaculty/Certification............................................................................................................................... ........16
IX.
ProfessorialPerformanceAward............................................................................................................................... .....17
X.
PostͲTenureReview............................................................................................................................... .........................18
XI.
ChronicLowAchievement............................................................................................................................... ...............19
XII.
APPENDICES............................................................................................................................... .....................................19
Appendix1.DevelopmentoftheLetterofExpectation.............................................................................................................19
Appendix2.AnnualMeritSalaryAdjustmentsandReappointmentEvaluationDocumentation.............................................22
Appendix3.InformationaboutEvaluationofInstruction.........................................................................................................24
Appendix4.InformationaboutEvaluationofScholarship........................................................................................................26
Appendix5.InformationaboutEvaluationofService,OutreachandEngagement...................................................................28
Appendix6.InformationaboutEvaluationofCollegiality/AcademicCitizenship......................................................................29
Appendix7.FormsforAnnualMeritSalaryAdjustmentsEvaluationandFacultyBallotsforReappointment,MidͲTenure,
Tenure,RankPromotions,andtheProfessorialPerformanceAward.......................................................................................30
Appendix8.SchedulesforEvaluationProcessesinATID...........................................................................................................38
2
II.
Introduction
AcademicandscholarshipprogramsintheDepartmentofApparel,Textiles,andInteriorDesign(ATID)
focusontherelationshipbetweenpeopleandtheirenvironment.Therearetwoundergraduate
programsinATID:1)apparelandtextiles,and2)interiordesign.TheInteriorDesignprogramisa
professionalprogramaccreditedbytheCouncilforInteriorDesignAccreditation(CIDA).Boththe
appareldesignspecializationandinteriordesignprogramareaccreditedbytheNationalAssociationfor
SchoolsofArtandDesign.ThedepartmentalsohasaMaster’sprogram(residentanddistance)and
doctoralspecializationinapparelandtextileswithintheCollegeofHumanEcologyDoctoraldegree
program.
ATIDbenefitsfromthediverseacademicandprofessionalculturesrepresentedbyfacultyandstudents
inthedepartmentandtherangeofscholarlyoutcomesthatresultfromthisdiversity.Whileeachareais
distinctlydifferent,therearemanycommonalitiesandeachareaisrespectedandvaluedbyfacultyand
staffinthedepartment.
Throughoutthisdocumenttheunclassifiedemployeeswithresponsibilitiestoconductscholarship,
teaching,andservicewillbereferredtoas“faculty”andtheunclassifiedemployeesinpositionsthatdo
nothaveobligationsinallthreeoftheseareaswillbereferredtoas“professionalstaff”.Inaddition,
thisdocumentwillfrequentlyrefertotheUniversityHandbook.ItislocatedatthefollowingURL:
http://www.kͲstate.edu/academicpersonnel/fhbook/index.html
Thereareseventypesofreviewaddressedinthisdepartmentaldocument:
Thefirsttypeisannualmeritsalaryadjustmentsevaluations,whichare“…conductedforthepurposeof
determiningmeritsalaryincreases[and]arebasedonthedistributionofresponsibilitiesassigned,the
relativedifficultyandimportanceoftheseresponsibilities,andthelevelofsuccesswithwhicheachis
performed.”(UniversityHandbook,C40).
Thesecondtypeisareappointmentevaluationforfacultyonprobationaryappointments.Thisreview
determinesifafacultymemberwillbereappointedornot.Reappointmentdecisionshavedifferent
timeframesdependingonthecontractyear.SeesectionC50.1–C56oftheUniversityHandbookfor
specificinformation.
Thethirdtypeisthetenurereview,whichincludesamidͲtenurereviewrequirement.SeesectionC70–
C116.2oftheUniversityHandbookforadditionalinformation.
Thefourthtypeisrankpromotionreview,whichincludespromotiontoassociateprofessorand
professor.SeesectionC120–C156.2oftheUniversityHandbookforadditionalinformation.
Thefifthtypeaddressesgraduatefacultystatusandcertificationtodirectdoctoralstudents.
ThesixthtypeistheProfessorialPerformanceAwardreview,whichisdescribedinsectionC49.1ͲC49.14
oftheUniversityHandbook.
3
TheseventhtypeisthePostͲTenurereview,whichisdescribedinAppendixWoftheUniversity
Handbook.
III.
Appointment
A. IndividualizedAssignments
EachtenureͲtrackfacultymemberandprofessionalstaffmemberisuniqueandcontributesaspecial
setofstrengthsandabilitiestothedepartment.Thus,theproportionoftimeassignedtoinstruction
(teachingandadvising),scholarship,service,andotherdutiesmayvarywithinandacross
programmaticareasandstaffroleswithinthedepartmentaccordingtofaculty/staffstrengths,
prioritiesatdifferentpointsinanindividual’scareer,needsofthedepartment,academicprograms,
andsourceofsalary(forexample,KͲStateinstructionalbudget,AgriculturalExperimentStation,
grantorcontractsponsor).Typically,timeassignmentsfortenureͲtrackfacultyrangefrom5%to
80%foreachofthefollowingareas:service,instruction,andscholarship(nottoexceed100%of
time).Conventionalworkloadsusuallyhaveamaximum5Ͳ10%serviceappointmentwith60Ͳ80%for
instruction,andtheremainderoftimeforscholarship.Teachingrolesandadvising/mentoring
activitiesareassignedseparatepercentagesfortheallocationoftimeinthecategoryofinstruction.
Therearenotypicalassignmentsintenthsforprofessionalstaff.
Assignmentsfortheupcomingyeararenegotiatedwiththedepartmentheadduringtheannual
evaluationandaredocumentedinaLetterofExpectation.ProfessionalstaffnegotiatetheirLetter
ofExpectationwitheachcontractrenewal.Facultymembersintheirfirstyearnegotiatethe
assignmentandexpectationsfortheirfirstyearaspartofthecontractnegotiation.(Referto
Appendix1formoreinformation).However,thedepartmentheadorfacultymembermayrequest
anadjustmenttotheseratiosandexpectationsduringtheyearintheeventthatunforeseen
opportunities,constraints,orobligationsarise.InpreparingtheLetterofExpectationandin
decisionsregardingfacultyevaluation,thedepartmentheadwillconsidertheappropriatenessof
theexpectationstothestageofcareerandspecificprofessionalcircumstancesofeachfaculty
member,forexamplethosewhoarenewhiresandhaveworkedforonlyonesemester,thosewho
havebeenonsabbatical,medicalleave,oronleavewithoutpay.
1. FacultyAppointmentCategoriesandTypicalPercentagesofTimeAssignedfor
Each
Followingaredescriptionsofhowappointmentsaremadeequitablewithinthedepartment
byusingstandardsforpercentagesoftimeallocatedtoeachcategoryofworktypically
assignedtodepartmentalfacultymembers.
a) Instruction(refertoAppendix3)
Theuniversitycombinesteachingandadvisingundertheterminstruction.ATIDincludes
mentoringwithadvising.
4
ȋͳȌ Žƒ••”‘‘•–”—…–‹‘
Typicallyteachingacourseisequalto12Ͳ15%ofthenineͲmonthacademicyear
appointment.Facultymemberstypicallyteachfourorfiveclasseseachacademicyear.
ȋʹȌ ‘ǦŽƒ••”‘‘•–”—…–‹‘
TypicallynonͲclassroominstruction,suchasteachinganindependentreadingscourseto
oneorafewstudents,isnotfactoredintothenineͲmonthacademicyearappointment
asapercentageoffacultyassignments.However,theseactivitiesarerecognizedas
contributingtothefunctioningofthedepartmentbythedepartmentheadwhen
conductingfacultyevaluations.
ȋ͵Ȍ †‡”‰”ƒ†—ƒ–‡†˜‹•‹‰ƒ†Ȁ‘”‡–‘”‹‰
Advisingand/ormentoringundergraduatesistypically5%ofthenineͲmonthacademic
yearappointment.A5%assignmentisusedwhenthefacultymemberhasan
approximatelyequalshareofallundergraduateadvisees/menteesastheotherfaculty
membersintheprogramarea.
ȋͶȌ ”ƒ†—ƒ–‡†˜‹•‹‰ƒ†‡–‘”‹‰
Advisingandmentoringofgraduatestudentsistypically5Ͳ10%ofthenineͲmonth
academicyearappointmentforthosefacultymemberswithgraduatefacultyadvising
andmentoringresponsibilities.
b) Scholarship(refertoAppendix4)
Typically,scholarshipappointmentsare10Ͳ20%ofthenineͲmonthacademicyear
appointment.TheprimaryexceptionisincaseswherefacultymembershaveAESor
extramuralfundingtosupportscholarshipathigherpercentages.Whenthesespecial
circumstancesarise,thepercentageswillbenegotiatedbetweenthedepartmentheadand
facultymemberwiththeguidethatacoursereleaseistypicallyconsidered12Ͳ15%ofthe
nineͲmonthacademicyearappointment,thusacoursereleasewouldreduceinstructionby
15%andincreasescholarshipby15%.
c) Service(refertoAppendix5)
Typically,serviceappointmentsare5Ͳ10%ofthenineͲmonthacademicyearappointment.
Onoccasion,therearecircumstancesinwhichserviceobligationsinanycategory
(instruction,scholarship,orservice)mayexceedtypicalobligationsoffacultymembers.
Whenthatisthecase,thepercentagesappointedwillbeadjustedinthenineͲmonth
academicyearappointment.
2. Collegiality/AcademicCitizenship(refertoAppendix6)
Collegialityandacademiccitizenshipareexpectedofallfacultymembersandwillbe
evaluatedinmeritsalaryadjustmentsevaluations,reappointmentevaluations,tenure
evaluations,promotionevaluations,andprofessorialawardevaluations.
5
IV.
AnnualMeritSalaryAdjustments
A. AnnualEvaluationGuidance
Eachyearthedepartmentheadisresponsibleforevaluatingfacultymembersandprofessionalstaff
basedontheirperformancerelativetotheexpectationsestablishedfortheevaluationperiod(see
ExampleLetterofExpectationinAppendix1).InaccordancewithUniversityHandbookC42,ATID
haschosenthe12ͲmonthperiodfromAugust1throughJuly31.Thisisachangefromtheprior
calendaryearbasisforannualevaluation.1Theuniversitymissionstatementprovidesaguidefor
establishing“expectedperformance”betweenthedepartmentheadandeachfacultymember.
“ThemissionofKansasStateUniversityistofosterexcellentteaching,research,andservicethat
developahighlyskilledandeducatedcitizenrynecessarytoadvancingthewellͲbeingofKansas,
thenation,andtheinternationalcommunity.Theuniversityembracesdiversity,encourages
engagementandiscommittedtothediscoveryofknowledge,theeducationofundergraduate
andgraduatestudents,andtheimprovementinthequalityoflifeandstandardoflivingofthose
weserve.”(http://www.kͲstate.edu/provost/planning/mission.html)
ItisthereforeexpectedthatATIDfacultymemberswillendeavortoperformtheirobligationswith
theintentionofcontributingtothismissionofexcellence.Eachindividualisexpectedtoworkwith
thedepartmentheadtodevelopaLetterofExpectationthatresultsinpersonalgrowthand
developmentandmeetsprofessionalobligationsinwaysthatareappropriatetohisorher
appointmenttoteach,producescholarship,andprovideservice.Theseperformanceexpectations
shouldbebasedonimpactandwillalsobedefinedinamannerthatmutuallybenefitsthe
department’sgoalsandobjectivesaswellasthecollegeandinstitutionalmissions.
Thedepartmentheadusestheevidenceavailabletothemthroughmultiplemeansincludingthe
evidencedescribedhereinandprovidedinthematerialssubmittedbythefacultymemberinthe
FacultyActivityReporttoundertakereviewsasdescribedinsectionC.40oftheUniversity
Handbook.FacultymembersmustrefertoAppendix2forguidanceontheAnnualMeritSalary
Adjustmentsevaluationdocumentation.Professionalstaffwillsubmituptofourpages(digitalpdf)
oftextarticulatinghowhisorherperformanceintheprioryearmettheexpectationsintheLetter
ofExpectationfortheyearbeingevaluated.Eachfacultymemberandprofessionalstaffmember
willreviewandhavetheopportunitytodiscusshis/herevaluationwiththedepartmentheadin
accordancewithUniversityHandbookC45.3.
Categoriesusedforannualevaluationwillbeconsistentwiththerecommendationsprovidedin
C31.8a.oftheUniversityHandbookandwillbeusedtoassessperformanceineachcategoryof
assignedresponsibility.Theyareasfollows:
1
Inthefirstyearafteradoptionofthisnewtimeframeforannualevaluation,thefallsemesterthatwasevaluated
aspartofthecalendaryearinthepriorevaluationwillbeevaluatedagainaspartoftheacademicyearinthefirst
annualevaluationunderthisnewdocument.
6
x
Exceededexpectations(4points)
Performanceandmeasureableoutcomesexceededallagreeduponexpectationsinthe
category
x Metexpectations(3points)
Performanceandmeasureableoutcomesmetallagreeduponexpectationsinthe
category
x Fallenbelowexpectationsbuthasmetminimumacceptablelevelsofproductivity(2points)
Performanceandmeasureableoutcomesmetgreaterthanhalforhalfofallagreed
uponexpectationsinthecategory
x Fallenbelowminimallyacceptablelevelsofproductivity(1point)
Performanceandmeasureableoutcomesmetfewerthanhalfofallagreedupon
expectationsinthecategory
Thedepartmentheadwillassignpoints,inwholenumberincrements,toeachofthecategories
listedinAppendix7,MeritSalaryAdjustmentsEvaluationRatingSheet.Theseperformance
expectationscoreswillbeweightedbytimeallocationpercategory;thensummedtoresultinan
“OverallRating”scorethatisusedtodeterminemeritraisedistribution.Distributionofannualmerit
salaryadjustmentswillutilizeathreeͲyearrollingaverage(currentyearoverallratingplustwo
precedingyearoverallratings)measuredagainstthefollowingcriteria:
• ExceededOverallExpectations(3.50Ͳ4.00orhigher)
• MetOverallExpectations(2.50–3.49)
• BelowOverallExpectations(2.00–2.49)
• EligibleforChronicLowAchievement(<2.00)
TotaldollarsallottedtoATIDforannualmeritsalaryadjustmentwillbedividedbythetotalsalary
dollarsofcurrentfacultymemberstodeterminethebaselinepercentage.(Whentheuniversity
providesmeritsalaryadjustmentfundsforunclassifiedpersonnel,orwhenitisavailablethrough
othermeanswithinthedepartmentorcollege,annualmeritsalaryadjustmentswillbeawardedto
professionalstaffasprovidedbytheuniversity/collegeoruponrenewaloftheircontractsas
determinedbythedepartmenthead.)Thebaselinepercentagewillbeusedasthestartingpointfor
thedepartmentheadtodeveloptheformulafordistributionofsalaryincreases.Annualmerit
salaryincreaseswillbeallocatedbasedonthefollowingguidance:
• FacultyexceedingoverallexpectationswillbeawardedtheATIDbaselinepercentagefor
annualmeritsalaryadjustments,plusabonuspercentagetobedeterminedbythe
departmenthead.
• FacultymeetingoverallexpectationswillbeawardedtheATIDbaselinepercentagefor
annualmeritsalaryadjustments,unlesschangesinallocationsarenecessaryto
accommodatebonusesand/orreductionsforfacultymemberswhohaveexceededorfallen
belowexpectations.
• FacultyfallingbelowexpectationswillbeawardedtheATIDbaselinepercentageforannual
meritsalaryadjustments,lessapercentagetobedeterminedbythedepartmenthead.
• FacultyeligibleforChronicLowAchievementwillnotreceiveannualmeritsalary
adjustments.
7
ATIDhaselectedtouseathreeͲyearrollingaverageofeachfacultymember’sannualevaluation
results(theaverageofthecurrentevaluationresultsplustwoprecedingevaluationresults)to
determinerelativemeritsalaryincreaserecommendationssoastominimizeinequitiesdueto
variablelegislativeactionsfromyeartoyear.Facultymembersintheirthirdyearappointmentwill
receiveameritsalaryincreasebasedonanaverageoftheirevaluationscoresfortheirfirsttwo
years.Facultymembersintheirsecondyearappointmentwillreceiveameritsalaryincreasebased
ontheirevaluationscorefortheirfirstyear.FirstͲyearappointeeswillnothavetheopportunityfora
meritsalaryadjustmentsreviewpriortotheawardoftheirsecondannualcontract;thereforethey
willbeawardedasalaryincreaseequaltothepercentageraiseawardedformeetingexpectations.
1. EvaluationofInstructionalPerformance
Highqualityinstructionalperformancebyfacultyisfundamentaltoattaininganational
reputationforeducationalprogramsintheirdisciplinesandcontributestooverallexcellence
inthedepartment,college,anduniversity.
a) EvaluatingTeachingandAdvisingQuality,Impact,andSignificance
SectionC2oftheUniversityHandbookdefinesteachingasthoseinstructionalactivities
whichassistundergraduateandgraduatestudentsingainingknowledge,understanding,or
proficiency(e.g.,planningandteachingcourses,curriculumdevelopment,advising
undergraduates,andsupervisinggraduatestudents).Asappropriatetotheindividual’s
appointmentandexpectations,thedepartmentheadwillevaluateeachofthefollowing:
undergraduateteaching,graduateteaching,undergraduateadvising,andgraduateadvising
andmentoring.
Althoughclassroomteachingisthemostcommonactivity,smallgrouporindividual
instruction,suchasindependentstudies,honorsprojects,studytours,andinternshipsare
alsoimportantformsofteaching.Professionalperformanceinteachingisexceptionally
complexandcannotbeevaluatedadequatelybasedonasinglesourceofinformation.
Effectiveteachingsuccessfullyaddressestheteachingresponsibilitiesofinstructional
content,instructionalmethods,instructionaldeliveryskills,managementofinstructional
activities,undergraduateadvisingandmentoring,andgraduateadvisingandmentoring.
Thedepartmentheadwillusethefollowingsourcestoevaluateinstruction:1)the
standardizedstudentevaluationsofteaching(eitherTEVALorIDEAintheonlineformat),2)
thestudentevaluationsofadvisingasappropriate,3)thedocumentationandselfͲ
assessmentprovidedbythefacultymember,4)facultymembersmayalsoincludeother
evidenceofteachingeffectiveness,SeeAppendix3,and5)otherevidenceindicating
whetherthefacultymemberfollowed(ordidnotfollow)establisheduniversityand
departmentalpoliciesinmanaginghisorherinstructionalresponsibilities.
2. EvaluationofScholarshipPerformance
Highqualityscholarshipisfundamentaltoattaininganationalreputationinthefieldand
academicexcellenceinalandͲgrantuniversity.Excellentfacultymembersmaintain
consistentscholarshipprogramsfocusedinaparticulararea(s)andregularlyengageina
varietyofrigorousscholarlyactivities.
8
a) EvaluatingScholarshipProductivityQuality,Impact,andSignificance
Scholarshipproductivityisassessedinaccordancewithindividualappointmentsandareas
ofresponsibilitythatmightimpactoutcomesinscholarshipproductivity.Individualshaving
higherpercentagesofscholarshipappointmentsareexpectedtoexhibitproportionately
moreproductivescholarshipprogramsthanthosehavingsmallerpercentageappointments.
Inaddition,stageofcareer,workingwithgraduatestudents,beingassignedtheassistance
ofGTAsandGRAs,andthetypeormethodofscholarshipmayhaveanimpactonthe
quantityofaccomplishmentseachfacultymemberproduceseachyear.Forthesereasons,
theevaluationofproductivitymustbebasedontheexpectationsestablishedfortheyearin
theLetterofExpectation.
Facultymembersarenotexpectedtoengageinallcategoriesofscholarshiporparticipatein
alltypesofactivities.However,facultymembersshouldchoosescholarshipactivitiesthat
meetthelevelsofrigorexpectedintheirownprofessionalfieldandmakesignificant
contributionstothedepartment,university,anddisciplineorprofession.Inaddition,a
facultymembershouldbeabletodemonstrate(overthelongterm)thathisorherbodyof
scholarlyworkhasfocusandcoherenceandthatthefacultymemberisachieving
recognitionasanexpertinhisorherfocusarea.Finally,itistheresponsibilityofthefaculty
membertodocumenttheamountofscholarshipaccomplishedrelativetotheirtime
assignmentandtodescribethequalityofthescholarlyworkanditsimpactandvalue.
Ultimatelytheevaluationoffacultyproductivityrequiresthedepartmentheadtoconsider
factorssuchasstageincareerandbothqualityandquantityofscholarlywork.However,
quantificationcomparisonsbetweendiversescholarsindiversedisciplinesaredifficultand
thedepartmentheadwillbeexpectedtousediscretionratherthansimplycountingand
totalingaccomplishmentsasthebasisforevaluation.RefertoAppendix4forguidance.
3. EvaluationofServicePerformance
Excellenceininstitutionalservicecanbeevidencedbyleadershipand/orahighdegreeof
participationinserviceactivitiessuchascommittees,taskforces,etc.Excellencein
professionalservicecanbeevidencedbyleadershipand/orahighdegreeofparticipationin
regional,national,andinternationalorganizations.
Theamountandnatureofafacultymember'sservicecontributionsarelikelytodifferasa
functionoftheindividual'sskills,interests,andstageincareerdevelopment.However,all
facultymembersareexpectedtoparticipatein1)institutionalcommitteesandactivitiesat
variouslevels,and2)professionalorganizationsrelatedtotheirfield.Facultymembersmay
alsodocumentandbeevaluatedonpublicserviceactivitiesdirectlyrelatedtotheir
academicareasofexpertiseandthusqualifyasoutreach.Thedepartmentheadwill
evaluateserviceperformance.RefertoAppendix5forguidance.
4. EvaluationofProfessionalStaffPerformance
ExcellenceinperformanceofdutiesassignedwillbeasindicatedintheLetterofExpectation
foreachprofessionalstaffmember’sappointment.
9
5. EvaluationofCollegiality/AcademicCitizenshipPerformance
Collegialityreferstothecommitmentandabilityofafacultymembertoworkeffectively
andcooperativelywithothersinachievingthegoalsofthedepartment,college,university,
andprofession.
“TheUniversityneedscollegialitytofunctioneffectively,andunitsmaywishtoconsider
itinevaluation,eitherasapartofthemoretraditionalareasorasaseparatedomainof
achievement.Somefacultymembersfostergoodwillandharmonywithinadepartment,
mentorcolleagues,andgenerallycontributetothepursuitofcommongoals.Other
individualsmaydisplaybehaviorthatishighlydisruptivetothedepartment;asaresult,
collegialityandmoralesuffer.”(RetrievedSeptember22,2011fromhttp://www.kͲ
state.edu/academicpersonnel/depthead/promotion/chap2.html#E)
Academiccitizenshipreferstotheindividualfacultymember’swillingnesstoa)participatein
program,departmental,andcollegeeventsandmeetings;b)fulfillobligationsofselfͲ
governancewithinthedepartment(forexample,participatinginallfacultyvotesforwhich
oneisqualified);c)maintainconfidentialitywhenrequiredbyuniversitypolicy;andd)work
fortheadvancementoftheunit,department,orcollegebyvolunteeringtotakeontasks
androlesthatmaynotbenefitthemselves,butbenefitthewhole.Whenuniquetalentsor
abilitiesareneededandtheindividualswiththemstepforwardtobenefitthegroup
throughtheireffort,itisanactofacademiccitizenshipandshouldberewarded.Referto
Appendix6forguidance.
Inthemeritsalaryincreaseformula,therearethreecategoriesofevaluationforcollegiality
oracademiccitizenship:exceededexpectations,metexpectations,fallenbelow
expectations(seeAppendix7).Thedepartmentheadwillevaluateeachfacultymember’s
levelofcollegialityoracademiccitizenship.Theevaluationofcollegialityoracademic
citizenshipisusedasamultiplierforthescoreearnedinallothercategoriesthroughthe
meritsalaryadjustmentsevaluation.Intheevaluationofcollegialityoracademiccitizenship,
thosewhoearnascoreofexceededexpectationswillhavetheirscoremultipliedby1.1.
Thosewhoearnedascoreofmetexpectationswillhavetheirscoresremainthesame(same
asbeingmultipliedby1.0)andthosewhoearnedascoreoffallenbelowexpectationswill
havetheirscoremultipliedby0.9.Inthiswaycollegialityandacademiccitizenshipwillbe
incorporatedintothedepartment’sannualmeritsalaryadjustmentsevaluationprocessand
incentivizethebehaviorsthataredesired.
V.
Reappointment
Probationaryfaculty(thoseontenuretrackbutnotyettenured)mustbereviewedannuallyfor
reappointment(SeeUniversityHandbookC50.1ͲC66).Theseevaluationsservetwopurposes:asa
meansofdeterminingwhetheraprobationaryfacultymemberwillbereappointedornot,andasa
meansofprovidingfeedbackregardingthefacultymember’sperformancerelativetothedepartment’s
criteriaandstandardsfortenure.
10
A. ProceduresforReappointmentofNonǦtenuredFaculty
WiththeexceptionofsecondͲyearfacultywhowillbeevaluatedinNovemberwithdocumentation
forevaluationdueinearlyNovember,theevaluationprocessforreappointmentwilloccurin
JanuaryandFebruary.DocumentationforreappointmentreviewwillbedueonoraboutJanuary15.
Reappointmentreviewsforfacultyinhisorherfirstyeararebasedsolelyontheirfirstsemester,will
usethesameformatasAnnualMeritSalaryAdjustmentsreviews.ForfacultyundergoingmidͲ
tenurereview,thedocumentationformidͲtenureevaluationwillbethebasisforreappointment
review.Forallotherreappointmentreviewsthedocumentationsubmittedforthemostrecent
AnnualMeritSalaryAdjustmentsevaluationisused.
Afacultymemberinhisorherfirstcontractyearwillbeinformedofthedecisionconcerning
reappointmentforthefollowingyear(orterminationattheendofthefirstyear)byMarch1ofthe
firstyearofservice.Afacultymemberinhisorhersecondcontractyearwillbeinformedofthe
decisionconcerningreappointmentforthefollowingyear(orterminationattheendofthesecond
year)byDecember15ofthesecondyearofservice.Aftercompletionoftwoormoreyearsof
serviceattheuniversity,facultymembersreceive12months’noticeofnonͲreappointment.For
example,athirdͲyearemployeewouldbenotifiedattheendofthethirdyearregardingnonͲ
reappointmentforthefifthyearofservice.
Beginningwiththesecondannualevaluation,allnonͲtenuredfacultymemberswillbeevaluatedby
tenuredfacultymembersinthedepartment(regardlessofrank)forreappointmenteachyear.In
addition,ifthedepartmentheaddesirestenuredfacultymember’sopinionsonreappointment
decisionsforfirstͲyearfacultymembers,heorshemayrequestit.
InaccordancewiththeUniversityHandbookC53,thedepartmentheadwillsendaFaculty
RecommendationForm(Appendix7)totenuredfacultymembersandnotifythemofameetingto
discussthereappointmentdecisions.Thetenuredfacultymemberswillhave14daystoreview
annualevaluationdocumentsforeachfacultymemberbeingconsideredforreappointmentpriorto
themeeting.Tenuredfacultymemberswillberequiredtoevaluateeachcandidatefor
reappointmentagainsttheannualevaluationcriteriaandproduceaMeritSalaryAdjustments
EvaluationRatingSheet(SeeAppendix7),writetheirrecommendations(votes)andcommentson
theFacultyRecommendationform,signtheform,andsubmittheformtotheadministrative
assistantdesignatedbythedepartmentheadnolessthan24hoursafterthereappointment
considerationmeeting.
Afterreceiptofthefacultyrecommendationsandcomments,thedepartmentheadwillpreparea
consolidatedsummaryoftherecommendations.Thissummarywillbereviewedbyalltenured
facultymemberspriortothedepartmentheadincludingtherecommendationsinreappointment
letters.Aftertenuredfacultymembershavereviewedtheconsolidatedcomments,thedepartment
headwillfollowtheproceduresdefinedinUniversityHandbookC53.3.
11
B. CriteriaforReappointmentofNonǦtenuredFaculty
Reappointmentofprobationaryfacultywillbejudgedonthebasisofwhetherornotthefaculty
memberismeetingexpectations(i.e.earninganaveragescoreof“3”)ineachcategoryofhisorher
appointment.Thiswillbedeterminedbythecollectivetenuredfacultyanddepartmenthead
evaluationsusingtheMeritSalaryAdjustmentsEvaluationRatingSheet.Ifaprobationaryfaculty
memberisscoredanaverageofbelow“3”inanycategory,thefacultymembermustdemonstrate
heorsheisfollowingtherecommendationsofthetenuredfacultyandtakingstepstoachievean
averageof“3”orhigherinthatcategoryduringthenextannualevaluation.Ifthefacultymember
cannotdemonstratetheseefforts,nonͲreappointmentshouldbeconsidered.
VI.
MidǦTenureandTenure
A. MidǦtenureReview
Aformalreviewofaprobationaryfacultymemberisconductedduringspringsemesterofthethird
yearofhisorherappointment(UniversityHandbook,C92.1).ThismidͲprobationaryreviewis
designedtogivethefacultymembersubstantivefeedbackfromfacultycolleaguesand
administratorsregardingtheiraccomplishmentsrelativetodepartmentaltenurecriteria.The
outcomeofthisreviewatthedepartmentallevelisaletterfromthedepartmentheadthat
summarizestheviewsofthetenuredfaculty.Theletterdoesnotincludeavoteofthetenured
faculty.ThisletterisseparatefromtheoutcomesoftheannualevaluationprocessandreͲ
appointmentprocess.ApositivemidͲprobationaryreviewdoesnotensurethattenurewillbe
grantedinthefuture;nordoesanegativereviewmeanthattenurewillbedenied.
CandidatesshouldpreparetheirmidͲtenurereviewdocumentationfollowingtheGuidelinesforthe
OrganizationandFormatofMidͲTenureReviewDocumentswhichcanbefoundontheKͲState
webpageat:http://www.kͲstate.edu/academicpersonnel/forms/documents/midtenure.doc.
Accordingtotheseinstructions,facultymembersarerequiredtopreparesummariesoftheir
accomplishmentsintheareasoftheirappointment(i.e.,instruction,scholarship,andservice)during
theirfirstthreeacademicyearsatKͲState.InATIDtheproceduresdefinedintheUniversity
HandbookC92.1ͲC92.4arefollowedwiththeexceptionthatformidͲtenurereviewcommentsfrom
students,otherrelevantfaculty,andoutsidereviewersarenotsought.Thedocumentationmustbe
submitteddigitallyasasearchablepdf.
IntheyearafacultymemberisbeingreviewedformidͲtenure,theannualmeritsalaryadjustments
reviewandreappointmentreviewwillusethesamedocumentsasthemidͲtenurereview.
SubmissionofthedocumentswillfollowthescheduleofmidͲtenurereviewassignedbythe
universityandcollege.
B. TenureReview
Facultymembershiredattherankofassistantprofessormustsubmittheirdocumentationfor
tenureatthebeginningoftheirsixthyearofemployment(UniversityHandbook,C82.2).Afterthe
evaluationprocessiscomplete(duringspringsemester),thefacultymemberwillbenotified
whethertheywillbegrantedtenureatthebeginningoftheseventhyearofemploymentor
12
whethertheseventhyearofemploymentwillconstitutetheterminalyearofappointmentatKͲ
State.Facultymembershiredattherankofassociateprofessororabove(withouttenure)willbe
evaluatedfortenureatthebeginningoftheirfifthyearofemploymentandreceivetenureatthe
beginningofthesixthyear(ornotificationthatthesixthyearistheirterminalyearofappointment)
(UniversityHandbook,C82.3).Facultymembersonprobationaryappointmentswhohavemetthe
criteriaandstandardsfortenurepriortotheabovemaximumtimesmaybegrantedearlytenure.
Becausecandidatesmaybeconsideredfortenureatanytimeduringtheirprobationaryperiod,no
timecreditshallbegrantedforservicepriortoemploymentatKansasStateUniversity(University
Handbook,C82.4).Inspecialcircumstances,aoneͲyeardelayofthetenureclockmayberequested
bytheprobationaryfacultymember(UniversityHandbook,C83.1).Facultymembersinthefinalyear
ofprobationwillbeautomaticallyreviewedfortenureunlesstheyresign.
CandidatesfortenureshouldpreparetheirdocumentationfollowingtheGuidelinesfor
OrganizationofDocumentationforPromotionandTenurewhichcanbefoundontheKͲStateweb
pageat:http://www.kͲ
state.edu/academicpersonnel/forms/promotionguildelinesfororganization.pdfAccordingtothese
instructions,facultymembersarerequiredtopreparesummariesoftheiraccomplishmentsinthe
areasoftheirappointment(i.e.,instruction,scholarship,andservice)duringthelastfiveyears,or
fouryearsifhiredattherankofassociateprofessororabove(withouttenure).Thecandidatesfor
promotion/tenureareresponsibleforidentifyingtheimpact,qualityandvalueoftheir
accomplishmentsintheareasoftheirappointment.Thedocumentationmustbesubmitteddigitally
asasearchablepdf.
Externalreviewerswhoarerecognizedasleadersinthecandidate’sdisciplineorprofessionwillbe
askedtodiscussthecandidate’sjobperformancerelativetoscholarlycontributionstothediscipline,
especiallythecandidate’sexpertiseandimpact.Outsidereviewersarenotexpectedtoevaluatethe
qualityofinstructionorservice,butmayfindithelpfultoknowthecandidate’sotherobligations
andaccomplishmentstogiveperspectivetothewholeofthecandidate’sproductivity.Comments
fromacandidate'smajorprofessororgraduateschoolclassmatesaregenerallylesspersuasiveand
shouldnotbesolicited(UniversityHandbook,C36.2).Alistofthreepossiblereviewerswillbe
preparedbythecandidateandalistofthreewillbepreparedbythedepartmentheadin
consultationwiththeKͲStatefacultyinthecandidate’sareaofspecialization.Thedepartmenthead
willsendaletter,thecandidate’svita,andothersupportingmaterials*totworeviewersselectedby
thecandidateandtotworeviewersselectedbythefaculty(i.e.,fourtotal).Ifanexternalexpert
declinestherequesttoreviewthecandidate’scredentials,anotherreviewerwillbeselectedfrom
thecandidate’slistorthedepartmenthead’slist.Ifnecessarybecausepotentialexternalreviewers
decline,additionalreviewerswillbesolicitedbythedepartmenthead.Thereviewerswillbe
providedacopyofthedepartmentalcriteriaforgrantingtenureandinformedoftheproportionof
timedevotedbythecandidatetoresearch,instruction,service,etc.duringtheprobationaryperiod.
Thecandidatewillnotbepermittedtoseetheexternalreviews.
*Supportingmaterialsshouldbedeterminedbythefacultymemberinconsultationwiththe
departmenthead.Thematerialssentforexternalreviewsaretypicallythefulldocumentationfor
promotionandtenurerequiredofthecandidatebytheuniversity.
13
Intheyearafacultymemberisbeingreviewedfortenure,theannualmeritsalaryadjustment
reviewandreappointmentreviewwillusethesamedocumentsasthetenurereviewand
submissionofthedocumentswillfollowthescheduleoftenurereviewassignedbytheuniversity
andcollege.
C. CriteriafortheGrantingofTenure
Promotiontoassociateprofessorisusuallygrantedsimultaneouslywithtenure.
Candidatesfortenureshoulddemonstrateversatility–theabilitytofunctionwellininstruction,
scholarship,andservice.Qualificationsforgrantingoftenurerequireevidenceofsubstantial
professionalcontributionsthatreflectexcellenceininstruction,scholarship,andservice(University
Handbook,C120.2).Inaddition,demonstrationofbothcollegialityandacademiccitizenshipis
requiredforgrantingoftenure.Tobeawardedtenure,facultymembersmustbeexpertsintheir
chosenfields(UniversityHandbook,C90)andhavemadeoutstandingcontributionsinappropriate
academicendeavors,forexample,instruction,scholarship,andinstitutionalandprofessionalservice
(UniversityHandbook,C100.1).Inaddition,theymustbequalifiedforgraduatefacultystatusatKͲ
State.
Eligiblefacultymembersreviewingthedocumentswillconsiderthefollowing:
•Outstandingandinnovativeinstructionasevidencedbystudentevaluations,coursematerials,
awards,andotherevidenceasidentifiedinAppendix3.
•Outstandingscholarshipasevidencedbythequantity,quality,andsignificanceofafocusedbody
ofworkincludingrefereedpublications,invitedorpeerreviewedpresentationsatnationalor
internationalmeetings,designworkselectedfornationalorinternationaljuriedexhibitions,
professionalpractice,extramuralfunding,awards,andotherevidenceasidentifiedinAppendix4.
•Asappropriatetoappointment,outstandingcontributionstoserviceatall,ormost,levels:
departmental,college,university,profession,andpublicasidentifiedinAppendix5.
•EvidenceofcollegialityandacademiccitizenshipasdefinedinAppendix6.
VII.
Promotion
Afacultymember,inconsultationwiththedepartmenthead,mayrequestareviewforpromotiontoa
higherrank.Promotiontoahigherrankisusuallygrantedtodeservingindividualsafterservingsixor
moreyearsatagivenrank.Forindividualsofoutstandingperformance,promotionmaybegrantedwith
fouryearsinarank.However,insuchcasesmuchgreaterjustificationintermsofdemonstrable
accomplishmentsisrequired.Uponpromotion,thefacultymemberwillreceiveastandardpromotion
raiseinadditiontothemeritsalaryincreasefortheyear(UniversityHandbook,C120Ͳ156.2).
A.
PromotiontoAssociateProfessorwithTenure
ForfacultymembersintenureͲtrackappointmentsattherankofassistantprofessorthe
grantingoftenureandrankpromotiontoassociateprofessorareconsideredatthesametime.
14
Promotionfromassistantprofessortoassociateprofessorwillnotbegrantedwithoutmeeting
thecriteriafortenureasdefinedinVI.C.:
Expectations:Thecandidateforpromotiontoassociateprofessorwithtenuremust
demonstrateexcellenceasascholarwithevidenceofpotentialtocontributetotheknowledge
baseofthechosendisciplineatanationaland/orinternationallevel.Thecandidatefor
promotiontoassociateprofessorwithtenuremusthaveattainedscoresof“metexpectations”
in4oftheprior5yearsundertheevaluationsformeritsalaryadjustments(seesectionIV).The
UniversityHandbook,C120.2,reads:“Promotiontoassociateprofessorrestsonsubstantial
professionalcontributionsthatreflectexcellenceinteaching,research,andothercreative
endeavor,directedservice,orextension.”
Thefacultymemberisexpectedtomaintainacoherentprogramofresearchandscholarship
withclearlydefinedtheoretical,empirical,and/orinterventionͲorientedgoals.Ifappropriate,
thecandidateisexpectedtoplayasignificantandclearlyͲdefinedroleindevelopingand/or
maintainingamultiͲdisciplinaryresearchprogram(onalocal,national,orinternationalscale).
Therearemultipleformsofscholarshipthatresultindisseminated,peerͲreviewedoutcomes.
Foralistofsuchscholarship,seeAppendix4.Foreach20%appointmenttoscholarshipforeach
academicyear,facultymembersareexpectedtohavetheequivalentofonepeerͲreviewed
manuscriptpublishedinascholarlyjournal.
B.
PromotiontoProfessor
Expectations:“Promotiontoprofessorisbasedonattainmentofexcellenceintheassigned
responsibilitiesofthefacultymemberandrecognitionofexcellence[emphasisadded]byall
appropriateconstituencies”(UniversityHandbook,C120.2).Appendices3,4,5,and6provide
guidanceforevaluationof“excellenceinassignedresponsibilities.”
Thecandidateforpromotiontoprofessormustdemonstrateasustainedrecordofscholarship
thatisrecognizednationallyorinternationally.Theconsiderationofoutcomesshouldnotbe
basedsolelyinquantitativemeasuresbecauseeachcandidate’sscholarlyoutcomeswillbe
uniqueandwillbeimpactedbythescopeofhisorherotherresponsibilities.Inaddition,the
candidatemustprovideevidenceofservingasarolemodelforlessseniorfaculty,forstudents,
andfortheprofession.Inaddition,ApparelandTextilefacultymembersshouldbecertifiedto
directdoctoralstudentsintheApparelandTextilesspecializationoftheHumanEcologyPh.D.
program.
Inthecaseofacandidateforpromotiontotherankofprofessor,theevaluatingfaculty
memberswilllookforrecentevidenceofasustainedandhighqualityprogramofscholarship
withnationalorinternationalimpact.AccordingtotheUniversityHandbook,C152.1,faculty
membersofthedepartmentwhoholdarankequaltoorhigherthantherankbeingsoughtby
thecandidateareeligibletoadvisethedepartmentheadregardingthequalificationsofthe
candidateforpromotion.Ifthecandidatehasbeenattheassociateprofessorrankformore
thansixyears,theevaluatingfacultywillevaluatetheproductivityandaccomplishmentinall
15
areasofappointmentandtakeaholisticviewofthecandidate’scompleteworkanditsnational
orinternationalimpact.
Externalreviewerswhoarerecognizedasleadersinthecandidate’sdisciplineorprofessionwill
beaskedtoevaluateanddiscussthecandidate’sattainmentofexcellenceinassigned
responsibility.Appendices3,4,5,and6provideguidanceforevaluationof“excellencein
assignedresponsibilities.”Commentsfromacandidate'sresearchpartners,majorprofessoror
graduateschoolclassmatesaregenerallylesspersuasiveandshouldnotbesolicited(University
Handbook,C36.2).Alistofthreepossiblereviewerswillbepreparedbythecandidateandalist
ofthreewillbepreparedbythedepartmentheadinconsultationwiththeKͲStatefacultyinthe
candidate’sareaofspecialization.Thedepartmentheadwillsendaletter,thecandidate’svita,
andothersupportingmaterials**totworeviewersselectedbythecandidateandtotwo
reviewersselectedbythefaculty(i.e.,fourtotal).Ifanexternalexpertdeclinestherequestto
reviewthecandidate’scredentials,anotherreviewerwillbeselectedfromthecandidate’slistor
thedepartmenthead’slist.Ifnecessarybecausepotentialexternalreviewersdecline,additional
reviewerswillbesolicitedbythedepartmenthead.Thereviewerswillbeprovidedacopyofthe
departmentalcriteriaforpromotionandinformedoftheproportionoftimeappointedtoall
assigneddutiesresearch,instruction,service,etc.Thecandidatewillnotbepermittedtoseethe
externalreviews.
**Supportingmaterialsshouldbedeterminedbythefacultymemberinconsultationwiththe
departmenthead.Thematerialssentforexternalreviewsaretypicallythefulldocumentation
forpromotionrequiredofthecandidatebytheuniversity.
VIII. GraduateFaculty/Certification
CriteriaforGraduateFacultyMembership:
ThedepartmentfollowsthecriteriaoftheGraduateHandbookfoundatthefollowingURL:
http://www.kͲstate.edu/grad/graduateͲhandbook/chapter5.html
Tobeeligibleforgraduatefacultystatus,afacultymembermust1)havetheterminaldegreeinhisor
herfieldofspecialization;and2)withinthelastfiveyearsbeeneithersoleauthor,oramajor
contributortoandprincipleauthorof,atleastoneresearcharticlepublishedinarefereedjournal;orin
lieuofpublicationinarefereedjournal,theremustbematerialevidenceofresearchorothercreative
actsperformances,exhibitions,publishedcreativewritings,patentsthatrepresentacomparable
achievementwithinthenominee'sfield.
Whenprovidingthematerialsforconsiderationbythedepartmentalgraduatefaculty,thosefaculty
membersbeingconsideredshoulddescribetheirrolerelativetothatofothersinvolvedincollaborative
scholarship.
CriteriaforcertificationtodirectdoctoralstudentsinthePh.D.programinHumanEcology:
Afacultymembershoulddirectonemaster’sthesistocompletionorserveononePh.D.committeeto
completion.
16
IX.
ProfessorialPerformanceAward
TheProfessorialPerformanceAwardisdescribedinSectionC49.1oftheUniversityHandbook.
CriteriaforProfessorialPerformanceAward
1.Thecandidatemustbeafullprofessorandhavebeenintherankatleastsixyearssincethelast
promotionorProfessorialPerformanceAward.
2.Thecandidatemustshowevidenceofsustainedproductivityinatleastthelastsixyearssince
beforetheperformancereviewfortheaward.
a) Thecandidatemustshowevidenceofoutstandingandsustainedscholarshipinafocused
areainthedisciplineanddemonstratethatheorshehassustainedanationaland
internationalreputationinthisarea.Thesignificanceandimpactofthecandidate’s
contributionstothefieldmustbedocumented.
b) Thecandidatemustshowevidenceofoutstandinginstruction.
c) Thecandidatemustshowevidenceofoutstandinginstitutionalserviceand/orprofessional
serviceatthenationalorinternationallevel.
3.Thecandidate’sproductivityandperformancemustbeofaqualitycomparabletothatwhich
wouldmeritpromotiontoprofessoraccordingtocurrentapproveddepartmentalstandards.
4.Thecandidatemustdemonstratecollegialityandinstitutionalcitizenship,asdescribedinSection
IV.Amongthequalitiesofcollegialityandinstitutionalcitizenshipthatmustbeexhibitedtoa
highdegreebythecandidateisatrackrecordofmentoringthenextgenerationofemerging
scholarsincludingthoseatlowerinstructionalranksandthoseingraduateprograms.
5.Themajorityoffacultymembersinthedepartment(notincludingthecandidateforthe
ProfessorialPerformanceAward)mustvotethroughananonymousmeans,whichmayinclude
electronicvoting,andmustbebasedonthecriteriaidentifiedabovetosupporttheaward.
ATIDProceduresforProfessorialPerformanceAward
Eligiblecandidatesforconsiderationforthisawardwillprepareadigital(pdf)filethatdocumentstheir
professionalaccomplishmentsforatleasttheprevioussixyears.Accomplishmentsfromalongerperiod
maybeincludedaslongastheyoccurredafterthecandidate’smostrecentpromotionorProfessorial
PerformanceAward.Thisfilewillbesubmittedtothedepartmentheadatthesametimethefileof
materialsforannualmeritsalaryadjustmentsevaluationissubmitted.Thefileshouldcontainingthe
following:
x
Thecandidate’scurrentvita.
x
AoneͲpagesummaryofthecandidate’saccomplishmentsinafocusedareaofscholarshipanda
discussionofthesignificanceandimpactonthefield.
x
AoneͲpagesummaryofthecandidate’saccomplishmentsinteachingandadvisinganda
discussionofthesignificancetotheacademicprogram(s).
17
x
AoneͲpagesummaryofthecandidate’sprofessionalserviceactivitiesandtheirsignificanceto
thefield.
x
AoneͲpagesummaryofthecandidate’scollegialityandacademiccitizenshipqualitiesand
accomplishments.
x Supportingmaterials.
Facultymembersinthedepartmentwillreviewthefileandsupportingmaterialsandeachwillmakea
confidentialwrittenrecommendationfororagainsttheProfessorialPerformanceAwardtothe
departmenthead.Thedepartmentheadwillprepareawrittenevaluationofthecandidate’smaterials
withrespecttotheuniversityanddepartmentalcriteriafortheawardandmakearecommendationfor
oragainsttheawardtothedean.Subsequently,theprocesstobefollowedisconsistentwiththe
processdescribedinC49.8ͲC49.14oftheUniversityHandbook.
X.
PostǦTenureReview
ThepurposeofpostͲtenurereviewatKansasStateUniversityistoenhancethecontinuedprofessional
developmentoftenuredfaculty.Theprocessisintendedtoencourageintellectualvitalityand
professionalproficiencyforallmembersofthefacultythroughouttheircareers,sotheymaymore
effectivelyfulfillthemissionoftheuniversity.ItisalsodesignedtoenhancepublictrustintheUniversity
byensuringthatthefacultycommunityundertakesregularandrigorouseffortstoholdallofits
membersaccountableforhighprofessionalstandards.
KansasStateUniversityrecognizesthatthegrantingoftenureforuniversityfacultyisavitalprotection
offreeinquiryandopenintellectualdebate.Itisexpresslyrecognizedthatnothinginthispolicyaltersor
amendstheUniversity'spoliciesregardingremovaloftenuredfacultymembersforcause(whichare
stipulatedintheUniversityHandbook).Thispolicyandanyactionstakenunderitareseparatefromand
havenobearingonthechroniclowachievementorannualevaluationpoliciesandprocesses.
Thedepartmentpolicyonposttenurereviewfollowstheoverarchingpurpose,principles,objectives,
andproceduresintheuniversitypolicyonposttenurereview(seeUniversityHandbook,AppendixW),
whichwasapprovedbyFacultySenateonFebruary11,2014.
ProceduresforpostͲtenurereviewareasfollows:
ThedepartmentheadreviewsthelastsixannualevaluationmaterialsanduptoatwoͲpagestatement
thatispreparedbythefacultymemberifheorshechoosestoprovideone.Thedepartmenthead
preparesaletterofreviewandmeetswiththefacultymember.Alternately,whenrequestedbythe
facultymemberbeingreviewed,astandingfacultycommitteewithmultiͲyearstaggeredtermsprovides
thereviewinsteadofthedepartmenthead.
Ifthefacultymember’spriorsixannualevaluationsresultedinratingsofmetorexceededexpectations,
thefacultymemberwillbeevaluatedasdemonstratingappropriatecontributionstotheuniversity.
18
XI.
ChronicLowAchievement
ChroniclowachievementisaddressedinSectionsC31.5throughC31.8oftheUniversityHandbook.In
ATIDtheassessmentoffacultyperformancebythedepartmentheadduringtheannualmeritsalary
evaluationprocessusesaratingscalethatisconsistentwiththeonedescribedinC31.8oftheUniversity
Handbook.
InaccordancewithsectionC31.5oftheUniversityHandbook,tenuredfacultywhoinanyyearearnan
overallannualmeritsalaryadjustmentevaluationofFallenbelowminimumͲacceptablelevelsof
productivity [inATIDthatisascoreoflessthan2.0] willreceivewrittennoticefromthedepartment
headthatsuggestsactionstoimprovetheperformanceofthefacultymember.Insubsequentannual
meritsalaryadjustmentevaluations,thefacultymemberwillreportonactivitiesaimedatimproving
performanceandanyevidenceofimprovement.Thenamesoffacultymemberswhofailtomeet
minimumstandardsfortheyearfollowingthedepartmenthead'ssuggestedcourseofactionwillbe
forwardedtothedean.Ifthefacultymemberhastwosuccessiveevaluationsoratotalofthree
evaluationsinanyfiveͲyearperiodinwhichminimumstandardsarenotmet,then"dismissalforcause"
willbeconsideredatthediscretionofthedean(C31.5).Ifthisdecisionismade,standardsfornoticeof
nonͲreappointmentapply(UniversityHandbook,AppendixA).
XII.
APPENDICES
Appendix1.DevelopmentoftheLetterofExpectation
AnnualmeritsalaryadjustmentsandreappointmentevaluationsarebasedontheLetterofExpectation
foreachfacultymemberandprofessionalstaff.TheLetterofExpectationforthenextacademicyearwill
bediscussedandadraftdevelopedbythefacultymember/professionalstaffandthedepartmenthead
duringtheevaluationmeetingfortheprioracademicyear.TheLetterofExpectationmustbecompleted
andsignedbyboththefacultymember/professionalstaffanddepartmentheadpriortosigningthe
contractfortheyearitwillbeusedtoevaluate.Forannualmeritsalaryadjustmentsevaluationsthe
scaleinSectionIVwillbeusedandiftheexpectationsineachcategoryoftheLetterofExpectationare
met,ascoreof3for“metexpectations”willbeawarded.Likewiseothercategoriesofperformancewill
beawardedthepropercategoryandscore.TheLetterofExpectationmustincludethefollowing
informationasappropriatetothedutiesofthefacultymember/professionalstaff:
a) Percentageoftimedevotedtoteachingandalistofcoursesbysemester,includingsummer
whenappropriate.
b) Professionalgrowthgoalsforupcomingyeartoenhanceteaching.
c) Specificteachingactivitiestobepursuedduringtheacademicyearandadiscussionof
expectedoutcomesfromthoseactivities.
d) Percentageoftimedevotedtoadvising/mentoringandadescriptionofadvising/mentoring
activitiesatboththeundergraduateandgraduatelevels.
e) Professionalgrowthgoalsforupcomingyeartoenhanceadvising.
f) Specificadvising/mentoringactivitiestobepursuedduringtheacademicyearanda
discussionofexpectedoutcomesfromthoseactivities.
19
g) Percentageoftimedevotedtoscholarship.Ifdifferentfrompreviousyear,providea
rationaleforchange.
h) Professionalgrowthgoalsforupcomingyeartoenhancescholarship.
i) Specificscholarshipactivitiestobepursuedduringtheacademicyearandadiscussionof
expectedoutcomesfromthoseactivities.
j) Specificoutcomesthatareexpectedtocometofruitionfromscholarlyactivitiesinprevious
year(s).
k) Percentageoftimedevotedtoservice.
l) Specificserviceactivitiesanticipatedfortheupcomingyear.
m) Expectationsregardingcollegiality/academiccitizenshipforupcomingyear.
n) Descriptionofhowfacultymember’sactivitiesinallcategoriescontributetodepartmental,
college,anduniversitymissionofexcellence.
o) Descriptionofotherdutiesasappropriatetothepositionheldwithpercentageoftime
devotedtotheseduties.
p) Specificactivitiesandoutcomesthatareexpectedforperformanceatthecategoriesdefined
underIV.A.
TheprocessfordevelopingtheLetterofExpectationwillbeasfollows:
1. Forfacultymembersinthesecondorsubsequentcontractyearsandforprofessionalstaffnoton
theirfirsttermcontract,aLetterofExpectationisdraftedbythefacultymember/professionalstaff
andsubmittedtothedepartmentheadatleastoneweekinadvanceoftheannualmeritsalary
adjustmentsevaluationmeetingintheyearpriortotheyearforwhichitisbeingdeveloped.
2. ThedepartmentheadreviewstheLetterofExpectationdraftandmakesrecommendationsfor
clarifications,additions,ordeletions.Thedepartmentheadandfacultymember/professionalstaff
discussrevisionstotheLetterofExpectationduringtheannualmeritsalaryreviewmeeting.
3. Throughsubsequentmeetingsasnecessary,thedepartmentheadandfacultymemberattemptto
cometoanagreementsothattheLetterofExpectationcanbesignedbyboth.Toensurethatthese
meetingshavethepotentialforsuccess,boththefacultymember/professionalstaffand
departmentheadmustprovidetheotherwithadocumentoutliningpointsof
discussion/compromiseatleastoneweekpriortothenextscheduledmeeting.
4. Ifthedepartmentheadandfacultymember/professionalstaffdonotreachagreementpriortothe
academicyearcontractsignaturedeadline,thefacultymember/professionalstaffmayattach
writtencommentstotheLetterofExpectationindicatinghisorherreasonsfordisagreementwith
theexpectationsthathavebeenestablishedbythedepartmenthead.
5. SignedLetterofExpectationbecomespartofthefacultymember’s/professionalstaff’sevaluation
fileandacopyisprovidedtothefacultymember/professionalstaff.
Letter of Expectation
Department of Apparel, Textiles, and Interior Design
Name__________________________________________________ Evaluation Year: 20______
TEACHING (_____% time assigned)
20
Fall Courses
Spring Courses
Summer Courses
Professional growth goals, activities to be pursued, andexpected outcomes:*
Accomplishments for achieving a score of met expectations:
ADVISING (_____% time assigned)
Professional growth goals, activities to be pursued, andexpected outcomes:*
Accomplishments for achieving a score of met expectations:
SCHOLARSHIP (_____% time assigned)
Professional growth goals, activities to be pursued, andexpected outcomes from both the evaluation
year and the efforts of prior (two) years:*
Accomplishments for achieving a score of met expectations:
SERVICE (_____% time assigned)
Professional growth goals, activities to be pursued, andexpected outcomes:*
Accomplishments for achieving a score of met expectations:
21
COLLEGIALITY AND ACADEMIC CITIZENSHIP
Specific expectations regarding collegiality/academic citizenship for upcoming year.
OTHER DUTIES FULLY DESCRIBED WHEN ASSIGNED
Goals, activities to be pursued, andexpected outcomes:*
Accomplishments for achieving a score of met expectations:
*Consider how faculty member’s activities in all categories contribute to departmental, college, and
university mission of excellence.
Signatures below indicate agreement with the expectations indicated above.
Signed:______________________________________________Date:________________
FacultyMember/ProfessionalStaff
Signed:_______________________________________________Date:________________
DepartmentHead
Signature below indicates disagreement with the expectations indicated above.
Signed:______________________________________________Date:________________
FacultyMember/ProfessionalStaff
Appendix2.AnnualMeritSalaryAdjustmentsandReappointmentEvaluation
Documentation
Annualmeritsalaryadjustmentsandreappointmentevaluationdocumentationinthedepartmentwill
complywiththefollowingformatrequirementsexceptwhenthefacultymemberisbeingreviewedat
midͲtenureandfortenureandpromotionatwhichtimestheywillusetheuniversityͲrequiredformats.
ThedocumentwillbeknownastheFacultyActivityReport.TheFacultyActivityReportisduein
Septemberofeachyearonthedatedeterminedbythedepartmentheadandannouncedtofacultyat
least14calendardaysinadvanceoftheduedate.
FACULTYACTIVITYREPORTSUBMITTEDBYFACULTYMEMBERINDIGITAL(SEARCHABLEPDF)FORMAT
a) Coversheetindicatingname,rank,andyearsatrankforthosetenured;orname,rank,and
academicyearofappointmenttotenureͲtrackpositionforthosenottenured.
22
b) CopyofLetterofExpectationfortheacademicyearbeingevaluatednotatedwith
commentsaboutactivitiesandaccomplishments.
c) Thecandidate’scurrentvitawithallitemsaccomplished/completedintheacademicyear
beingevaluatedhighlightedinyellow.
d) Atmost,afourͲpagesummaryofthecandidate’sactivitiesandaccomplishmentsinteaching
andadvising/mentoringfortheacademicyearbeingevaluatedandadiscussiononthe
significanceofhisorherworktotheacademicprogram(s).Thisstatementmustincludethe
followingforeachcoursetaught:coursenumber/name,credithours/contacthoursper
week,andenrollment.Thissectionmayalsoincludeinformationaboutindependent
studies,honorstudentmentoring,etc.Includeadiscussionofeachcoursethatincludesa
selfͲassessmentofthequalityofthecandidate’steachingactivitiesdescribedinAppendix3
andaninterpretationofdatafromthesummaryofstudentratings.Thissectionmayalso
includeadiscussionofuniquecircumstancesinoroutoftheclassroomthatcontributed
eitherpositivelyornegativelytotheoverallclassroomexperience.Inaddition,for
undergraduateadvising,iftheyareassignedtofacultymembers,itmustcontainthe
numberofundergraduateadviseesassignedasofthedateoftheadvisingsurveyinfall
semesters;thenumberofgraduateadviseesassignedatthebeginningofthefallterm;and
thenumberofgraduatestudentsupervisorycommittees(indicateifchair).Thisdescription
shouldalsoindicateifaGTAwasassignedtothefacultymemberduringtheyearbeing
evaluatedandhowtheGTAassistedthefacultymember.
e) Atmost,atwoͲpagesummaryofthecandidate’sactivitiesandaccomplishmentsina
focusedareaofscholarshipintheacademicyearbeingevaluatedandadiscussionofthe
significanceandimpactofthefacultymember’swork.Thisdescriptionshouldindicateifa
GRAwasassignedtothefacultymemberduringtheyearbeingevaluatedandhowtheGRA
assistedthefacultymember.Forcollaborativework,indicatetheroleofeachmemberof
thecollaborativeteam.
f)
Atmost,aoneͲpagesummaryofthecandidate’sservice(service,engagementand
outreach)activitiesintheacademicyearbeingevaluatedandtheirsignificance.Thisshould
includeanindicationofthetimecommitmentpermonthandperyear.
g) Atmost,aoneͲpagesummaryofthecandidate’scollegialityandcitizenshipqualitiesand
accomplishments.
h) Evidenceofinstructionalqualityasavailable(syllabi,studentevaluationsofteaching,
evaluationofadvisement)
i)
Chartshowinggradedistributionineachcoursetaught.SeeexampleinAppendix3.
j)
OptionalSupportingmaterials:
i.
Evidenceofexcellenceinthescholarshipofinstruction(multimediapresentations,
computerͲaidedinstruction,paperspublishedorpresented)
ii.
Evidenceofscholarlyendeavors,forexample,presentations,publications,competitions,
exhibitions,grantsandcontracts,etc.
iii.
Evidenceofservicecontributions.
23
iv.
Peerevaluationsofteaching.
v.
Otherevidenceofaccomplishments.
Appendix3.InformationaboutEvaluationofInstruction
Instructionalqualityisamajorfactorineducationalexcellence.Qualityteachingischaracterizedby
effectivelycarryingouttheteachingresponsibilitiesrelatedtoinstructionalcontent,instructional
methods,instructionaldeliveryskills,managementofinstructionalactivities,andadvising.
Theprimaryconcerninevaluationofteachingisthatcoursestaughthavethepropercontenttosupport
thecurriculumstructureofeachprogramandthatstudentlearningoutcomesmeetprogram
expectationsforrigor.(Thisiswhyevaluationofteachingshouldnotrelysolelyonstudentevaluations
ofteaching.Studentsaremorelikelytobeabletoassessmethods,deliveryskillsandmanagementthan
contentorlearningoutcomes/appropriatelevelofrigor.)Theprimaryconcerninevaluationofadvising
isthatstudentsareadvisedaccuratelyrelativetocurricularrequirementsanduniversity,college,and
departmentalpolicies.Theprimaryconcernintheevaluationofmentoringisthatstudentsreceivethe
guidancetheyseekinprofessionaldevelopment.
AREASOFTEACHINGRESPONSIBILITY
Instructionalcontentreferstothatbodyofskills,competencies,andknowledgeinaspecificsubject
area.Bestpracticesininstructionalcontentmaybedemonstratedby:
a) Havinganunderstandingofthetheoreticalframeworkthatunderpinsthecontentbodyof
knowledge.
b) Stayingcurrentinsubjectareabyreading,networking,attendingprofessionaldevelopment
workshopsandpresentationsincontentarea,andapplyingknowledgetocoursecontent.
c) Creatingappropriateandreasonablecourseobjectivesthatreflectnewideasand
understandingsinthecoursecontentareas.
d) Contributingtoprogramcurriculumdevelopmentandrevision.
e) Creatingnewcourses,redesigningexistingcourses,orteachingacourseforthefirsttime.
Instructionalmethodsincludethoseskills,competencies,andknowledgeofteachingstrategiesthat
allowafacultymembertofacilitatestudentlearning.Bestpracticesininstructionalmethodsmaybe
demonstratedby:
f) Developing,sequencing,andutilizingappropriateexperiencesthatchallengestudentsand
induceappropriatelevelsofstudentlearning.
g) Developingandorganizinginstructionalmaterialswhichmayincludeutilizingappropriate
instructionalmediaandtechnologiestoaccomplishstudentlearningobjectives.
h) Designing,developing,andimplementingtoolsandproceduresforassessingstudent
learningoutcomes.
Instructionaldeliveryskillsincludethosehumaninteractiveskillsandcharacteristicsthatestablishan
environmentofrespectandrapportandacultureforlearning.Bestpracticesininstructionaldelivery
maybedemonstratedby:
i) Clearandengagingcommunicationofinformation,concepts,andattitudes.
24
j)
Promotingorfacilitatinglearningbycreatinganappropriate,effectivelearning
environment.
k) Flexibilityandresponsivenessinseekingoutandusingavarietyofstrategiestomeetthe
variouslearningneedsofthestudents.
l) ProvidingadequateassistanceforinͲclassandoutͲofͲclassinstructionalactivities.
Managementofinstructionalactivitiesincludesthoseskillsnecessaryforoperatingandmanaginga
course.Bestpracticesinmanagementofinstructionalactivitiesmaybedemonstratedby:
m) Followinguniversitypoliciesandexpectationsregardingteaching(e.g.,finalexampolicy,
timelysubmissionofgrades,timelysubmissionoftextbookandsupplyrequirements,and
accommodationofstudentswithspeciallearningneedsasdefinedbytheStudentAccess
Center).
n) Timelygradingofexaminationsandothercourserequirements.
o) Timelycompletionofforms(e.g.,independentstudy,incompletegrade,gradechange).
p) TimelysubmissionofStudentLearningOutcomesreports.
q) Maintainingclasstimesandpublishedofficehours.
r) Arrangingforandcoordinatingactivitiestoenhancethelearningexperience(guest
lecturers,fieldtrips).
s) Makingarrangementsforfacilitiesandresources(KͲStateOnline,supplykits)requiredinthe
teachingofacourse.
Undergraduatestudentmentoringincludesavarietyofactivitiesthatassiststudentsintheiracademic
pursuitsandinpreparationforacademicandcareeropportunitiesaftergraduationfromATIDprograms.
Theeffectivementor:
t) Advisesstudentsconcerningcareerplanningandprofessionaldevelopment.
u) Mentorsstudentsconductinghonor’sprojectsorindependentproblems/readingscourses.
v) Mentorsstudentsforcompetitions,papers,andotherrelatedevents.
w) Writeslettersofrecommendationforscholarships,awards,employment,andgraduate
schooladmissions.
Undergraduatestudentadvisingincludesskillsandknowledgethatlinkthestudentanduniversityand
assiststudentsthroughouttheiracademiccareer(UniversityHandbooksectionsF4Ͳ5).Theeffective
adviser:
x) Accuratelyadvisesstudentsconcerningacademicprogramsandenrollment.
y) IsacquaintedwithvariousresourcesavailableundertheStudentServicesprogramand
elsewherewithintheuniversity.
z) Postsandmaintainsreasonableofficehoursduringwhichstudentsmaymeetwiththemto
discussanyaspectoftheirscholasticcareer.
aa) Isfamiliarwithandfollowsadministrative,university,anddepartmentalregulations,
procedures,andscheduledactivitiesrelatingtotheadvisingprocessandcompletesforms
(e.g.,substitutions,drop/addcourses)inatimelymanner.
25
Graduatestudentadvisingandmentoringincludestheacademicadvisingskillsandknowledge
presentedintheundergraduatestudentadvisingsection,aswellasthementoringofstudentsthrough
theirscholarlyactivity.Theeffectivegraduateadvisorandmentor:
bb) Accuratelyadvisesgraduatestudentsconcerningacademicprogramandenrollment.
cc) Servesasamemberofagraduatestudent’scommittee.Providesinputtoproposal,
thesis/reportordissertation;reviewswrittenexamination.
dd) Servesasamajorprofessorforagraduatestudent(nonͲthesis,distancenonͲthesis,
thesis/report,ordissertation).Mentorsandfacilitatesmajoreventstowardsdegree
completion:programofstudy,proposal,preparationofwrittenexamination,defenseofthe
writtenexam,conductingresearchand/ordesignactivity,defenseofthesis/reportor
dissertation,graduation,andsubmissionofworktoappropriatepeerͲreviewedorjuried
venues.
ee) Servesasanoutsidechairofadoctoralstudent’ssupervisorycommittee.
ff) Recruitsgraduatestudentsthroughpersonalcontactsandprofessionalvenues.
gg) Encouragesadviseeinvolvementinthewiderscholarshipcommunity,suchasattendingand
presentingworkatconferences.
hh) Nominatesstudentsforappropriateawardsandwriteslettersofrecommendationfor
scholarshipsandpostgraduatepositions.
OtherProfessionalActivities
ii) Participatesinfacultydevelopmentactivities(training,workshop,etc.)relatedto
instruction.
jj) Seeksandobtainsfundingforenhancementofinstructionalactivities.
ExampleChartformatforreportinggradedistributionsineachclass
Percentage
Course Number
EarningA
Number Enrolled
(when
grades
are
reported)
Percentage
EarningB
Percentage
EarningC
Percentage
EarningD
Percentage
EarningF
Percentage
EarningINC
Appendix4.InformationaboutEvaluationofScholarship
Highqualityscholarshipandacademicexcellenceisfundamentaltoattaininganationaland
internationalreputationintheapparelandtextilesandinteriordesignfields.Facultymembersare
expectedtomaintainconsistentscholarshipprogramsfocusedinoneormoreparticularareasand
regularlyengageinavarietyofrigorousscholarlyactivities.Scholarlyactivitiesandoutcomesare
evaluatedintheannualmeritsalaryadjustmentsevaluationprocess.Theintentionofevaluating
activitiesinadditiontooutcomesisthatwhenfacultymembersengageinscholarlyactivitiesatthelevel
26
ofrigorandproductivityrequiredtoproduceoutcomesthatcanbecountedinallformsofreview,the
individualfacultymemberandthedepartmentmeettheirproductivitygoals.
Theintentionofevaluatingactivitiesinadditiontooutcomesissothatwhenfacultymembersengagein
scholarlyactivitiesbutdonotproduceactualoutcomes,thedepartmentheadwillconsiderthefaculty
member’seffortsinrelationtotheevaluationofscholarshipandoverallscholarlyproductivity.
ATIDfacultymembersareexpectedtoachieveaminimumofonemajoraccomplishment(ora
combinationofmultipleaccomplishmentsequaltoonemajoraccomplishment)inscholarshipperyear,
forevery0.2(20%)ofafacultymember’stimeassignment.Ifafacultymemberisusingresearch
methodsthataremoretimeͲconsuming,startinganewproject,orotherwisedoingscholarlyworkthat
wouldexplainalowerlevelofproductivity,thoseissueswillbetakenintoconsiderationinthe
evaluationwiththeunderstandingthatoveratwoͲtothreeͲyearperiodtheoverallproductivitywill
meettheexpectation.Likewise,whenafacultymemberisdoingscholarlyworkthatcan,byitsnature,
produceoutcomesatahigherrateperyear,orisbeingsupportedwithGRAorGTAassistance,the
expectationwillbeunderstoodandvaluedwithinthatcontext.
Thefollowingareexamplesoftheresultsofproductivescholarlyeffortswithpossibleindicatorsof
excellenceinscholarship:
a) PublishedmanuscriptsinpeerͲreviewed,professionaljournalsandproceedings–
documentedjournalacceptance/rejectionrates,rigorofthereviewprocess,etc.
b) Publishedbooks(includingtextbooks,researchͲbasedmonographs,andeditedvolumes).
c) PublicationsineditorͲreviewedoutlets(includingbookchapters,editorialspublishedina
journal,etc.).
d) Presentedpapersatjuriedinternational,national,andregionalconferencesandmeetings–
documentedacceptance/rejectionrates,rigorofthereviewprocess,etc.
e) Exhibitionsofcreativescholarshipinjuriedinternational,national,andregionalexhibitions,
conferences,andmeetings–documentedexhibitionacceptance/rejectionrates,rigorofthe
reviewprocess,etc.
f) Invitedpresentationsandexhibitionsattheinternational,national,andregionallevel.
g) Awards/recognitionreceivedforscholarship,includingstudentworkperformedunderthe
facultymember’ssupervision.
h) Externalandinternalcompetitivefunding(includinggrantsandcontracts)tosupport
scholarlyactivities–documentationofvalueofgrants,numberofgraduatestudents
supported,equipmentandsuppliesobtained,etc.
i) Professionalpracticethatrequiresspecializedknowledgerelatedtothefacultymember’s
scholarlyexpertise–includingdesigninginteriors,buildings,andapparel;developing
laboratoryprocedures,computersoftware;andearningpatentsandcopyrightsfor
intellectualproperty.
j) PostͲoccupancyevaluationsofworkproducedasprofessionalpracticeindicatingexcellence
indesigntomeetuserneeds.
k) Citationsbyotherscholars,useofworkinotherpublicationsorstandards.
l) Featuredarticlesorreviewsoffaculty/studentscholarshipinthemedia.
27
m) SchoolͲsolicitedexternallettersofsupportfromexpertsinthediscipline(forpromotionand
tenure).
n) Otherevidenceofhighquality,significantscholarshipprovidedbythefacultymember.
Appendix5.InformationaboutEvaluationofService,Outreachand
Engagement
Aspartofafacultymember’sresponsibilities,thedepartmentexpectsengagementinarangeof
institutionalandprofessionalservice.Allfacultymembershavearesponsibilitytocontributethrough
servicetothedepartment,college,university,andtheacademicprofessionbeyondthecampus.In
addition,facultymembersareencouragedtoengageinpublicservice,includingthesharingof
informationandknowledgewiththepublicaswellastheapplicationofknowledgetosolvingproblems.
Theprimaryconcerninevaluatingserviceisthatfacultymembersareengagedinserviceatan
appropriatelevelfortheirindividualizedappointment.Leadershipinserviceeffortscarriesmorevalue
thanmembership.Winningawardsorcommendationsforexceptionalserviceisalsovaluedunlessthe
awardsand/orcommendationsareroutinelymadeattheconclusionofatermofservice.
THEFOLLOWINGACTIVITIESAREINDICATORSOFEXCELLENCEINSERVICE
1)InstitutionalService
a) Servesaschairorasamemberofadepartment,college,oruniversitycommittee.
b) Performsdirectedserviceroleatthedepartmental,college,oruniversitylevel.
c) Advisesastudentinterestgroup.
d) Advisesforstudyabroadorexchangeprogramsinanacademicprogramarea.
e) Activelyparticipatesinrecruitment/retentionofstudentsandnewfaculty(e.g.,prepares
informationforrecruitmentbrochures/website;participatesinfacultyinterviewactivities,
etc.).
f) Participatesinfundraisingactivitiesforthedepartmentorcollege.
g) Acquiresdonationsofequipmentorotherphysicalresourcesforthedepartment.
2)ProfessionalService
h) Holdsanelectedorappointedofficeinastate,regional,national,orinternational
professionalorganization.
i) Servesasajournaleditor,editorialboardmember,orreviewcommitteememberofa
professionalorganizationoranaccreditation/certificationbody.
j) Servesasacommitteememberforaprofessionalorganizationatthestate,regional,
national,orinternationallevel.
k) Servesasapeerreviewerofmanuscriptssubmittedtorefereedjournalsorbookpublishers;
reviewsproposalssubmittedtopublic/privatefundingsources;reviewspapers/abstractsfor
inclusioninproceedingsand/orpresentationataprofessionalmeeting.
l) Servesasanorganizerofworkshops,panels,ormeetingsinareasofprofessionalexpertise.
m) Servesasaprofessionalconsultanttoapublicorprivateorganization.
n) Representstheprofessioninpublicforums(e.g.,experttestimony).
28
o) Attendsprofessionalmeetings.
p) Servesasanexternalreviewerofcandidatesfortenure,promotion,orawards.
3)Engagement/PublicService
TheUniversitydefinitionofengagementis“…aformofresearch,teachingorserviceinwhich
collaborativeeffortsbetweenuniversityandcommunitystakeholdersresultsinscholarlyactivityand
communitybenefitaroundapublicissue.”http://www.kͲstate.edu/cecd/
q) Usesexpertisetofacilitateorimplementaprojectforcommunityenhancement.
r) Givestalks/lectures/workshopstothepublicontopicsrelatedtoareaofexpertise.
s) Servesasresourceforthemedia(e.g.,givesinterviews,providesinformation).
t) Consultsforstate,national,andinternationalpublicandprivategroupsengagedin
educational,scholarly,andartisticendeavors.
u) Consultsforindividualsorcorporationsengagedinbusinessorindustry.
v) ActivitiessupportingthecollegeanddepartmentKͲState2025strategicplans.
Appendix6.InformationaboutEvaluationofCollegiality/Academic
Citizenship
Thedepartmentneedscollegialitytofunctioneffectively.Facultyevaluationswillinclude
assessmentofbehaviorsthatpositivelyornegativelyaffectothersincarryingouttheirassignments
inthedepartment.Intheabsenceofcollegialityandgoodacademiccitizenship,otherevidencesof
academicexcellencewillnotsufficetooffsetthisdeficiencyinthepursuitofmeritpayincreases,
reappointment,tenure,andpromotion.Thereshouldbenoeffortbythedepartmenttodiscourage
debateordisagreementonpolices;rather,itisvitaltofosterandmaintainanenvironment
conducivetovigorousdebateandinquiry.Facultydisagreementwithcolleaguesandadministrators
isnottobetakenasevidenceoflackofcollegiality,butshouldproceedinamannerconsistentwith
civildebate,constructivecriticism,andtheresolutionofdifferences.
Personalqualitiessuchasintegrity,leadership,objectivity,candor,fairness,willingnessto
cooperate,andapositiveattitudearevitaltotheteamfunctioningofthedepartment’sfaculty
membersandarehighlyvalued.Inaddition,theabilityandwillingnessoffacultymemberstoplace
theneedsofthedepartment,orprogramarea,abovetheneedsoftheselfcontributestothe
advancementoftheunits/departmentandisonemeasureofacademiccitizenshipthatishighly
valued.
THEFOLLOWINGACTIVITIESAREINDICATORSOFEXCELLENCEINCOLLEGIALITYANDACADEMIC
CITIZENSHIP
a) Attendsandparticipatesindepartmentalandcollegefacultymeetings.
b) Attendsandparticipatesindepartmentalandcollegeevents.
c) Participatesininstitutionalactivities(e.g.,careerfairs;OpenHouse,commencement).
d) AttendsmeetingsandparticipatesinselfͲgovernanceregardingcurriculumthrough
curriculumandassessmenteffortsattheprogramlevel(e.g.,ATorID).
29
e) EligiblefacultymembersfullyparticipateinselfͲgovernancedecisionsregardingfacultyat
thedepartmentlevelsuchasinterviewing/hiring,reappointment,midͲtenure,tenure,
promotion,andprofessorialawards.
f) Facultymembersseektomaintainopencommunicationswithcolleaguesand
administratorsandtoworktowardsolutionstosharedproblems.
g) Commitmenttoworkingeffectivelyandcooperativelywithothers.
h) Whendisagreementsarepresent,beingcommittedtoresolvingdifferencesbyengagingin
civildebateascharacterizedbyopen,honestcommunication,andconstructivecriticism.
i) Fosteringofgoodwillandharmony.
j) Mentoringofcolleagues.
k) Contributiontothepursuitofunitanddepartmentgoalsevenattheexpenseofpersonal
goals.
Appendix7.FormsforAnnualMeritSalaryAdjustmentsEvaluationand
FacultyBallotsforReappointment,MidǦTenure,Tenure,RankPromotions,
andtheProfessorialPerformanceAward
EXAMPLE
Merit Salary Adjustments Evaluation Rating Sheet
Department of Apparel, Textiles, and Interior Design
Personnel Name: _______________________________________ Academic Year __________
Time Allocation
(in tenths)*
ACTIVITY
Instruction/
Teaching
Instruction/
UG Advising
or Mentoring
Instruction/
Grad Advising
Scholarship
Service
Other:
Total
Rating
Numerical Rating
.6
x
3
=
1.8
.05
x
3
=
0.15
.05
x
3
=
0.15
.2
x
3
=
0.6
.1
x
4
=
0.4
=
0
x
30
Subtotal Evaluation Score
Collegiality/
Multiplier for Collegiality/Academic Citizenship
Academic
Citizenship
*Full time will equal 1.0 on an annual
OVERALL RATING = 3.41
basis.
3.1
1.1
OVERALL RATING FOR FISCAL/ACADEMIC YEAR = ____________
31
DepartmentHeadSignature_____________________________________Date________________
Faculty/ProfessionalStaffSignature_______________________________Date________________
Faculty/ProfessionalStaffComments(ifany)
32
EligibleFacultyRecommendationFormfor
ReappointmentDecisionsintheDepartmentofApparel,Textiles,andInteriorDesign
Basedontheinformationavailabletome,Irecommendthat__________________________________
_____bereappointed
_____notbereappointed
_____abstain
Detailedjustificationformyrecommendationorabstentionisgivenbelow.(Verbatimcommentswill
remainanonymouswhenrequiredtoaccompanymaterials/voteandreportedout.)
Signature_____________________________________________Date_______________________
ReturntotheAdministrativeAssistanttotheDepartmentHeadby____________________________
33
EligibleFacultyFormfor
MidͲTenureReviewintheDepartmentofApparel,Textiles,andInteriorDesign
BasedontheinformationavailabletomeregardingmidͲtenurereviewfor_____________________
__________________________________,Ihavethefollowingformativefeedbackregardingthis
individual’saccomplishmentsrelativetodepartmentaltenurecriteria:
(Verbatimcommentswillremainanonymouswhenrequiredtoaccompanymaterials/voteandreported
out.Thetypicaluseofthesecommentsisthattheyaresummarizedinalettertothecandidatefrom
thedepartmentheadandtheyarenotattributedtotheauthor.)
Signature_____________________________________________Date_______________________
ReturntotheAdministrativeAssistanttotheDepartmentHeadby____________________________
34
EligibleFacultyRecommendationFormfor
TenureandAssociateProfessorPromotion
DecisionsintheDepartmentofApparel,Textiles,andInteriorDesign
Basedontheinformationavailabletome,Irecommendthat__________________________________
_____betenured
_____bepromotedtoassociateprofessor
_____notbetenured
_____notbepromotedtoassociateprofessor
_____abstain
Detailedjustificationformyrecommendationorabstentionisgivenbelow.
(Verbatimcommentswillremainanonymouswhenrequiredtoaccompanymaterials/voteandreported
out.)
Signature_____________________________________________Date_______________________
ReturntotheAdministrativeAssistanttotheDepartmentHeadby____________________________
35
EligibleFacultyRecommendationFormfor
RankPromotiontoProfessorDecisionsintheDepartmentofApparel,Textiles,andInteriorDesign
Basedontheinformationavailabletome,Irecommendthat__________________________________
_____bepromotedtoprofessor
_____notbepromotedtoprofessor
_____abstain
Detailedjustificationformyrecommendationorabstentionisgivenbelow.
(Verbatimcommentswillremainanonymouswhenrequiredtoaccompanymaterials/voteandreported
out.)
Signature_____________________________________________Date_______________________
ReturntotheAdministrativeAssistanttotheDepartmentHeadby____________________________
36
FacultyRecommendationFormfor
AwardoftheProfessorialPerformanceAward
intheDepartmentofApparel,Textiles,andInteriorDesign
(Tobeusedinawaythatmaintainsconfidentiality.Ifadigitalsurveyworks,thatwillbeused.)
Basedonrequirementsfortheawardandtheinformationavailabletome,Irecommendthat
__________________________________
_____beawardedtheProfessorialPerformanceAward
_____notbeawardedtheProfessorialPerformanceAward
_____abstain
Detailedjustificationformyrecommendationorabstentionisgivenbelow.
NoSignature
ReturntotheAdministrativeAssistanttotheDepartmentHeadby____________________________
37
Appendix8.SchedulesforEvaluationProcessesinATID
AnnualEvaluationforMeritSalaryAdjustmentsProcessandReappointmentReview
BEFOREJULY1
LetterofExpectationcompletedforupcomingacademicyear.
BEFOREOCTOBER1
Submitevaluationmaterialsforprioracademicyear(August1ͲJuly31).Materialsforallfacultymembersintheir
secondcontractyeararemadeavailabletothetenuredfacultyforreappointmentreview.Facultymembersin
theirfirstcontractyearwillsubmitdocumentsaddressingtheirfirstsemesteractivities/accomplishmentsinthe
formatforannualevaluationpriortoJanuary15tobeusedforreappointmentdecisions.
AsstatedintheUniversityHandbook,C46.1:Theunitheadwillprepare,byJanuary31,awrittenevaluationfor
eachfullorpartͲtimeregularlyappointedfacultyorprofessionalstaffmember.
DURINGNOVEMBERANDDECEMBER
Facultymembers/professionalstaffwillindividuallymeetwiththedepartmentheadtoreviewanddiscussthe
writtenevaluationforannualevaluationformeritsalaryadjustments.C45.3inUniversityHandbookrequiresthat
“Eachfacultyand/orunclassifiedprofessionalpersonwillreview,andmusthavetheopportunitytodiscuss,heror
hiswrittenevaluationwiththeindividualwhopreparedit.Beforetheunitheadsubmitsittothenext
administrativelevel,eachfacultyorunclassifiedprofessionalpersonmustsignastatementacknowledgingthe
opportunitytoreviewandtodiscusstheevaluationandhisorherrelativepositionintheplannedassignmentof
meritsalaryincreaseswithintheunit.Becausetheamountoffundsavailableformeritincreasesisgenerallynot
knownatthistime,specificpercentageincreaseswillnotnormallybediscussed.Withinsevenworkingdaysafter
thereviewanddiscussion,facultyand/orunclassifiedprofessionalshavetheopportunitytosubmitwritten
statementsofunresolveddifferencesregardingtheirevaluationsbytheunitheadtotheunitheadandtothenext
administrativelevel.”
BEFORENOVEMBER15
Facultymembersintheirsecondcontractyearevaluatedandrecommendationforreappointmentforwardedto
thedean.
BEFOREDECEMBER15
Facultymembersinthesecondcontractyeararenotifiediftheywillnotbereappointedforthenextacademic
year.
BEFOREJANUARY15
Materialsforalluntenuredfaculty(excludingsecondͲyearfacultymembers)madeavailabletotenuredfacultyfor
reappointmentreview.Facultymembersintheirfirstcontractyearwillsubmitdocumentsaddressingtheirfirst
semesteractivities/accomplishmentsintheformatforannualevaluationpriortoJanuary15tobeusedfor
reappointmentdecisions.
BETWEENJANUARY24AND30
Tenuredfacultymembersmeettodiscussreappointmentofuntenuredfacultymembers.
BEFOREFEBRUARY15
Departmentheadsubmitsrecommendationsforreappointmentandmeritsalaryincreasesalongwithverbatim
commentsinevaluationstothedean.
38
BEFOREMARCH1
Facultymembersinthefirstcontractyeararenotifiediftheywillnotbereappointedforthenextacademicyear.
EARLYMARCH
DeanforwardssummaryevaluationsmaterialstotheProvost.
MIDͲAPRIL
Provostreturnsevaluationscommentsandevaluationstodeansanddepartmentheads.
Raisesarefinalizedifbudgetisfinalized.Ifnot,whenthebudgetisfinaltheraisesaredetermined.
MidͲTenureReviewProcess
BEFOREJANUARY15
Candidatesubmitsdocumentationtothedepartmenthead.
Documentsaremadeavailabletotenuredfacultyforreviewforaperiodofnolessthan14days. JANUARY29ͲFEBRUARY14
TenuredfacultymembersmeettodiscussmidͲtenureevaluationandsubmitrecommendationstodepartment
head.
MIDTOLATEFEBRUARY
Departmentheadsummarizescommentsofthetenuredfacultyinaletterandprovideshisorherownassessment
ofthecandidate.Tenuredfacultymembershavetheopportunitytoreviewthedraftletterandcorrecterrors.This
letteriscopiedtothecandidateandbecomespartofthecandidate’sfile.Thecandidatehastherighttosubmita
writtenresponsethatbecomespartofthefile.Thedepartmentheadmeetswiththecandidatetodiscussthe
reviewandassessment.Departmenthead’sletterisforwardedtothedean.DeanforwardslettertotheCollege
PromotionandTenureCommittee.
USUALLYINMARCH
CollegePromotionandTenureCommitteereportsitsfindingstothedean.
ONEWEEKAFTERCOLLEGEPROMOTION&TENURECOMMITTEEREPORTTODEAN
Deannotifiescandidateanddepartmentheadofcollegeanddean’sevaluation.
PromotionandTenureEvaluationProcess
BEFORESEPTEMBER1
Candidatesubmitsdocumentationtodepartmenthead.Departmentheadverifiesthatthedocumentationis
completeandappropriatelyformatted.
BEFORESEPTEMBER15
Departmentheadsolicitslettersfromoutsidereviewers
BEFOREOCTOBER7
Documentsmadeavailableforreviewbytenuredfacultyatorabovetherankbeingsought(eligiblefaculty)fora
periodofnolessthan14days.
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OCTOBER28ͲNOVEMBER4
Eligiblefacultymembersmeettodiscusstenureandpromotiondecisionsandsubmitrecommendationsto
departmenthead.Eligiblefacultymembersmayrequestameetingwiththecandidatepriortosubmitting
recommendations.
MIDͲNOVEMBER
Departmentheadsubmitshisorherrecommendationanddocuments(includingverbatimcommentsineligible
facultyevaluations)tothedean.
DeanforwardsdocumentstoCollegePromotionandTenureCommittee.
EARLYDECEMBER
CollegePromotionandTenureCommitteereportsitsfindingstothedean.
ONEWEEKAFTERCOLLEGEPROMOTION&TENURECOMMITTEEREPORTTODEAN
Deannotifiescandidateanddepartmentheadofcollegeanddean’srecommendations.Candidatemaywithdraw
fromevaluationwithinsevendays.
MIDͲDECEMBER
DeansubmitsdocumentsandrecommendationtoDeansCouncilofthosecandidateswhohavenotwithdrawn.
EARLYFEBRUARY
DeannotifiescandidateanddepartmentheadoftheDeansCouncilrecommendation.DeansCouncilsends
recommendationstotheprovost.CandidatesnotrecommendedbytheDeansCouncilhave14daystoappealto
theprovost.
LATEFEBRUARY
ProvostsendsrecommendationsfortenureandpromotiontoPresident.
EARLYMARCH
Provostinformscandidatesofdecision.
ProfessorialPerformanceAward
BEFOREOCTOBER1
Candidatesubmitsmaterialstothedepartmenthead.Departmentheadmakesthematerialavailableforfaculty
review.
BEFORENOVEMBER1
ATIDFaculty,notincludingthecandidate,castanonymousballots.(SeeSectionIXforcriteriaandAppendix7for
ballot).
BEFOREJANUARY15
Departmentheadprovidesawrittenevaluationandrecommendationtothecandidateandmeetswiththe
candidatetodiscussthem.Withinsevendaysthecandidatehastheopportunitytosubmitwrittenstatementsof
unresolveddifferencesregardinghisorherevaluationtothedepartmentheadanddean.
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BEFOREFEBRUARY15
Departmentheadsubmitsafinalwrittenevaluationandrecommendation,thecandidate’smaterials,andother
materialsasdescribedintheUniversityHandbookC49.7tothedean.Acopyofthedepartmenthead’sfinal
recommendationisprovidedtothecandidate.
EARLYMARCH
Deanforwardsrecommendationstotheprovostalongwiththecandidate’smaterials.
EARLYTOMIDͲAPRIL
Provostapprovesordeniestheaward.
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