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Post Tenure Review

Psychology Department

The post-tenure review should be a positive process, acknowledging individuals´ strengths and providing opportunities for continued improvement. The areas to be covered in the post-tenure review should be based on the faculty member´s assigned duties, as determined by position, responsibilities, and in negotiation with the Dean. It should address the faculty member´s performance in teaching, research/creative activities, service and other contributions to the university community and its mission. Contributions can vary widely in terms of individual professional responsibilities. They can include administrative duties, teaching in more than one program, substantial advising responsibilities, direct clinical service, mentoring of young faculty, service in professional organizations, creative endeavors in their discipline, progress on long-term projects, participation in departmental and collegiate initiatives and any indicators of professional growth. Post-tenure evaluations are made on the basis of criteria and factors such as those listed below with relative emphasis in accord with “weights” arranged with the college unit and the department. In each and every case, the focus of the review needs to be commensurate with the specific professional responsibilities assigned to the faculty member and needs to be encouraging and commending of development.

I. Teaching and Learning

Tenured faculty are expected to provide quality instruction on a departmental course load on a two-year cycle. Measure of quality and fair share, for example, is a 3.5 (on a six-point scale, with consideration of the standard deviation) on teaching evaluations for courses that are required under union contract to be evaluated. Similarly, providing scores on approved evaluation forms and/or the following indicators.

Teaching Indicators

 

  • Direction of graduate student Plan B, thesis or dissertation research
  • Member of graduate student advisory committees
  • Evidence of quality class preparation
  • Coordination of multi-section courses
  • Service as departmental undergraduate or graduate advisor/mentor
  • Significant self-development activities leading to enhanced teaching effectiveness
  • Evidence of quality clinical supervisory performance
  • Development of new courses, major revision of existing courses
  • Development of innovative pedagogical methods and materials
  • Director of UROP
  • Mentoring other instructors
  • Teaching a course for the first time

 

II. Research and Creative Endeavors

In a two year cycle, faculty will show evidence of at least two of the following indicators (may be 2 different or 2 the same) OR show other evidence of scholarly activity:

Indicators of Research and Creative Activity:

 

  • Publication of editing of a professional book
  • Publication of work in a journal
  • Actively designing a project, collecting data, and/or analyzing data
  • Service as a reviewer for a major referred journal or as an ad hoc reviewer for a national research organization
  • Publication of a chapter in a scholarly book
  • Presentation of a paper at a national, regional, or state meeting
  • Significant self-development activities
  • Leaves which lead to increased scholarly activity and publication readiness
  • Publication or funding resulting from collaborative efforts with a
  • professional in another field
  • Submission of a grant application for funding for research and/or a special
  • project internal or external
  • Submission to referred journal (does not need to be accepted for publication)
  • Book reviews and/or reports
  • Monographs
  • Paper presentations or posters
  • Conference proceedings
  • Research reports
  • Computer software or media production
  • Program evaluation
  • Director of UROP project
  • Director or member of Empirical Plan B project
  • Director or member of M. Ed. Project
  • Invited addresses based on professional recognition

 

III. Service

In a two-year cycle, faculty will show evidence of at least two of the following indicators (may be 2 different or 2 the same), OR other evidence of service to the department, university, or community:

Indicators of Service

 

  • Officer in a national, regional or state profession organization
  • Program or committee chair for a regional or state professional meeting
  • Service as an active member of the Campus Assembly and/or campus committee
  • Service on a University, college, and departmental committee task force
  • Service as a consultant to a business, governmental, or community agency
  • Advisor to a student organization
  • Administrative role within the department
  • Involvement in the Department´s consulting, continuing education, and outreach to the public
  • University fund raising efforts
  • Service toward Accreditation Reviews
  • Extra-departmental P & T Portfolio Review

 

Note: For process see page 21-22 of 1997-2000 UEA agreement with UM Board of Regents.

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