Annual Protocol for Review of Departmental Chairperson Summary

Introduction 

Performance review at every level is an accepted procedure within the academic community as it strives for accomplishment of defined goals and objectives. Reviews of the performance of individuals or specific groups of individuals are to be used as a means of defining areas of outstanding performance as well as those areas in which performance can be improved. A review is not to be taken as a punitive process, but rather as a means of refocusing or reinforcing, if needed, the efforts of the chairperson and the departmental faculty.

Inasmuch as departmental chairpersons serve in that role at the pleasure of the Executive Dean and are initially appointed as chairperson by the Executive Dean, it is apparent that the Executive Dean will occupy a major position in decisions pertinent to this review process.

Following the receipt of a review committee report, the Executive Dean shall, after appropriate consultation, make a decision as to any actions to be taken in light of the final report. A summary of actions taken will be sent to the Review Committee by the Executive Dean, and the Executive Dean will initiate implementation of those actions. Recognition of outstanding performance and reinforcement of current goals and objectives may quite properly be the major outcome of a review.

All portions of the review process will be in accordance with the Handbook for Faculty and Other Unclassified Staff.

Purpose of Review 

The purpose of the periodic review of each departmental chairperson is to assess the quality of leadership within the department, and the degree to which, under that leadership, the department is progressing towards its previously planned goals and the fulfillment of departmental and institutional missions. Specific areas of outstanding performance by the chairperson as well as those areas in which additional effort is needed will be identified.

Frequency of Review 

The frequency of review of a chairperson shall be at least every six years. The Executive Dean may institute a review of a chairperson at any time and will institute a review upon request of a majority of the full-time tenure-track faculty of a department.

Confidentiality 

The review process is to be conducted and thereafter maintained in complete confidentiality. Failure to observe this confidentiality by anyone involved in the review process may result in disciplinary action. Since the majority of chairperson reviews will not result in any personnel changes, care must be taken to assure that the review process does not result in or kindle interpersonal difficulties within the faculty.