Post-Tenure Review Policy
The purpose of the IUK Faculty Senate post-tenure review policy is to support and enhance student learning through faculty teaching, scholarship, and service.
IUK's procedure for post-tenure review of each tenured faculty member is based upon the dean's/chair's annual written evaluation of the faculty member in the areas of teaching, research, and service.
A. If the dean's/chair's annual review judges the faculty member to be unsatisfactory for two consecutive years in the same area of teaching, research, or service, the Chancellor or the Chancellor's designated representative may direct that the faculty member and the Chancellor or the Chancellor's designated representative develop an improvement plan. The goal of the improvement plan is for the faculty member's performance in the particular area to improve to at least the level of satisfactory by the end of the time period specified in the improvement plan.
1. The development of the improvement plan may not begin until all the faculty member's appeals of any judgement upon which the need for an improvement plan was made have been exhausted. The plan shall include a description of the activities to be undertaken and the time-frame for the completion of the activities.
2. The time-frame for the improvement plan shall be not less than two regular (fall/spring) semesters and shall begin the next regular semester after the regular semester in which all parties agree to the improvement plan. The plan shall also include funding and other resources necessary to complete the activities. Such resources might include reassignment of time and the services of a mentor.
3. If the faculty member and the Chancellor or the Chancellor's designated representative cannot agree on the improvement plan, they may use the ombudsman services of the IUK Faculty Senate Board of Review or the faculty member may submit the matter to the IUK Faculty Senate Board of Review.
4. If the dean/chair judges the faculty member to be unsatisfactory in the identified area in an annual review conducted while the improvement plan is in process, such judgment will not initiate any of the activities in this policy.
B. If the dean's/chair's first annual review after the end of the period of the improvement plan judges the faculty member's performance in the identified area as still unsatisfactory, the Chancellor or the Chancellor's designated representative may initiate sanctions, including termination of employment, against the faculty member.
The faculty member may appeal the judgement of the dean/chair and /or the sanctions to the IUK Faculty Senate Board of Review. If the sanctions include the termination of employment of the faculty member, the procedures in Article 5, Section 6 of the Constitution of the IUK faculty shall apply.
The IUK Policy and Procedures for Post-Tenure Review shall not apply to alleged serious personal or professional misconduct. the procedures in Article 5, Section 6 of the Constitution of the IUK Faculty shall apply to alleged serious personal or professional misconduct.
Five years after the adoption of this policy, the IUK Faculty Senate Faculty Affairs Committee shall examine this policy to determine if it has met the goal of supporting and enhancing student learning through faculty teaching, scholarship, and service.
Passed by the IUK Faculty Senate April 12, 1999.