The faculty evaluation plan is structured to focus on successfully servicing the mission and objectives of the College of Business and the University.  The process consists of faculty goal-setting and annual performance review. The annual review evaluates performance in the three areas of scholarship of teaching and advising, intellectual contributions, and service activities.

Goal-Setting

Process.  Each faculty member will develop a set of professional goals each year with the advice and consent of the departmental chair. The goals must include plans for maintaining or achieving "academic" or "professional" qualification status, improvement of teaching and advisory activities, a commitment to continuous intellectual contributions and meaningful service activities. The goals should be submitted to the departmental chair by December each year.

The chair will:

1. Review the goals stated and ensure that the stated objectives are consistent with the Department, College and University missions. 
2. Ascertain the degree to which the professional development activities will contribute to the achievement or maintenance of academically or professionally qualified status and adequacy of intellectual contributions. 
3. Determine if the professional goals provide adequate coverage to redress any weaknesses identified in previous performance reviews.

In January, the chair will advise each faculty member of his or her recommendations regarding the goal statements. If the chair has recommended changes, the faculty member will have two weeks to revise his or her goals. The process is complete when an agreement has been reached, and the goals statement has been signed by the chair.

Role Differentiation.  The standard weighting scheme for faculty is 40% teaching, 40% research, and 20% service. This is the required weighting of all faculty teaching nine hours or less. Faculty teaching only undergraduate courses may use role differentiation of 50-30-20 with the permission of their Chair regardless of teaching load. All faculty members must provide evidence of commitments to continuous intellectual contributions regardless of weighing selected.

Annual Performance Review

Scholarship of Teaching and Advising.  Faculty will be evaluated on the scholarship of teaching and advising. The department chairs will consider the following factors in evaluating the scholarship of teaching and advising:

• Course design - course syllabus, clear statement of learning objectives, currency of materials, mission and competency objectives, oral assignments, written assignments, use of technology, use of projects or service learning, use of case studies, and examinations.
• New course development - develop syllabus and materials for new course.
• Course delivery - peer evaluations, student evaluations, chair evaluations.
• Teaching improvement - commitment to participating in workshops and seminars, distance learning/online course training.
• Outcomes - individual and collective outcomes, performance on third party examinations, professional certifications.
• Advising - accuracy of advice, assistance with career development and career path choices, use of telephone, e-mail, etc. to keep in contact with advisees, and advisee evaluation.

Intellectual Contributions.  Faculty will be evaluated on the basis of intellectual contributions. Intellectual contributions include scholarship activities that are available for peer review.  The intellectual contributions pursued by a faculty member should contribute to currency in his or her field of instruction as well as to his or her professional development and tenure/professional goals. Intellectual contributions normally include:

1. books and monographs 
2. peer reviewed journal articles 
3. other journal articles and chapters in books 
4. case studies 
5. peer reviewed proceedings 
6. papers and other professional presentations 
7. grant application and reports 
8. software 
9. other, including book reports

Each faculty member is expected to have one or more intellectual contributions each year with no less than 3 from categories a-d in a normal five-year period of teaching at the graduate level and no less than 2 from categories a-d if teaching at the undergraduate level only. These standards apply to full-time instructors as well as those at the rank of assistant professor through professor.

Service.  Faculty service will be evaluated by the Department Chair. Service includes the following:

• College and University Committees 
• Service to Professional Organizations 
• Advising Student Organizations 
• Recruiting Students and Student Activities 
• Fund Raising and Development Activities Outreach Activities, such as newspaper articles, speaking at civic organizations, etc.

The amount of time spent on these activities, as well as the quality of activities, will be considered by the Department Chair.