May, 1993 Guidelines and Annual Evaluation Procedures for Probationary Faculty Department of Curriculum and Instruction University of Wisconsin-Madison 1.  Upon appointment, each probationary faculty member receives a copy of these procedures and a statement of criteria and procedures for the granting of tenure. Upon appointment, each probationary faculty member is assigned a three person review committee made up of members of the Executive Committee. The Chair appoints this committee with the advice of the Personnel Committee. One of these members is chosen through consultation with, and the consent of, the probationary faculty member. The chair of the review committee has the responsibility for keeping the faculty member informed of policies and procedures and providing guidance to the faculty member. The review committee remains intact throughout the probationary appointment unless the probationary faculty member requests a change or other unforeseen circumstances occur. The review committee is responsible for preparing the annual evaluation of the probationary faculty member. This includes observing and evaluating the faculty member's instruction, summarizing research productivity, and documenting service. The faculty member reads and signs the written review committee report. The review committee's report is presented to the Personnel Committee and Executive Committee. The written report concludes with the review committee's recommendations to the faculty member and the Executive Committee. For example, suggestions for future research directions, types of service and teaching improvement may be made. At the appropriate time, the Committee also makes recommendations for contract renewal or non-renewal and whether or not tenure should be granted. In making their decisions, all three committees use the criteria established by the Faculty Division of the Social Studies (see below). Decisions regarding contract renewal or tenure are made by the Executive Committee. A two-thirds vote of the executive committee members is necessary for renewal of contracts or granting of tenure. A probationary faculty member may attend executive committee meetings when his or her case is being considered. Written notification of such meetings are sent to each faculty member twenty days before the meeting is to occur. _____________________________________ SUBSTANCE OF THE REVIEW The review committee's responsibility is to assemble and present information to the Personell Committee regarding the candidate's: Research (the status and placement of various writing, unpublished papers, etc.) Service to the Department, School, University and the profession. Teaching (Coordinate gathering students surveys, visit at least one class, gather letters from graduate students, and others with whom the candidate works if there is the likelihood that a change in status is imminent. Committee members should work with the candidate throughout the year, giving feedback regarding the amount and type of teaching, service, and publication. This opportunity for counseling the candidate is essential in the review committee process and is possibly the most important function which the review committee plays. AT LEAST ONE and preferably several meetings of the whole committee should take place during the first year so that the candidate can have the advice of senior colleagues in the Department. Each year, the Review Committee presents a report (see below) to the Personnel Committee. The Personnel Committee in turn uses the report as a basis for recommendations to the Executive Committee of the Department.   PROCEDURES FOR REVIEW The Chairperson of each review committee should prepare a written report of his/her committee's findings. The committee should present a definite recommendation to the Personnel Committee regarding promotion (i.e., “no action,” “promote,” “one-year terminal contract,” etc.) That written report must be shown to and discussed with the candidate (who should sign a statement indicating he/she has seen the report). In the event that the candidate does not concur with the report, and if a revision that is acceptable to both the candidate and the review committee cannot be written, the candidate should prepare and present his/her own statement for the Personnel Committee. Such a statement will be in addition to the report of the review committee. A candidate may request an open meeting of the Executive Committee when his/her case is considered. Specific cases to be considered at any meeting will be announced when the meeting is called. For more information about Faculty Appointments, see Chapter 7 Faculty Policies and Procedures, University of Wisconsin-Madison.   SCHEDULE FOR REVIEW All review committees should have completed their review no later than mid January and be ready to report to the Personnel Committee. Donna Schleicher will contact you to schedule a time for your report. The Personnel Committee will bring recommendations to the Executive Committee at the February meeting of the Department.