Performance Assessment


Faculty members will be considered biennially by the Department and College Tenure and Promotion Committees for the purpose of performance assessment and feedback. Such consideration will occur in even-numbered years.

The information on this page applies to Performance Review decisions of Faculty Members who hold Tenured or Tenure-track Appointments as well as Contractually Limited Faculty Members. It is a brief summary and should be read in conjunction with Article 21.

In the event of a discrepancy between this page and the Collective Agreement, the Collective Agreement shall be considered the final authority.



The Department Committee will assess each Faculty Member’s performance and will complete a Performance Assessment Report for each Faculty Member who has been considered. The Performance Assessment Report will include the individual performance raters for each area of effort and will also include the overall performance rater. The Department Committee will not rank order Faculty Members within the performance rater categories. The Performance Report will be signed by all Members of the Committee who were present for the relevant deliberations. The completed and signed Performance Assessment Report will be sent to the chair of the College Tenure and Promotion Committee.

Following consideration by the College Committee, the Dean will provide in writing (and signed by all members of the College Committee who were present for the relevant deliberations) the assessment of the Faculty Member’s performance. The letter to the Member will include explicit mention of the Member’s right to appeal the assessment, as per Article 21.68, and to contact the Association.


The biennial performance review of tenure-track or tenured Faculty Members and the annual performance reviews of Contractually Limited Faculty Members provide to each Faculty Member a rating of either “Unsatisfactory,” “Improvement Required/Developmental,” “Good,” “Very Good,” or “Outstanding” in each of area of effort: Teaching, Scholarship, and Service. Members shall not be ranked within these performance ratings. In addition, each Faculty Member will receive an overall performance rating, determined on the basis of the three individual performance ratings weighted according to the Member’s DOE during the review period.

Electronic Curriculum Vitae (eCV)

Each Faculty Member must submit his/her completed and confirmed eCV Performance Assessment Template to the Chair by August 15th. The Chair will provide a written reminder to each Faculty Member of the deadlines for submission of documentation.

If, despite the good faith efforts of the Member, eCV cannot appropriately capture the Member’s contributions for the review period and the Member is therefore concerned that he/she may be disadvantaged through the Performance Assessment Process, a Member may, in addition to the eCV, attach supplemental material. In the supplemental materials, the Member shall include only those components of the Member’s contributions that are not able to be appropriately captured in the eCV.

Failure to confirm the eCV Performance Assessment Template to the Chair by August 15th, without prior approval from the Dean and Provost, will result in an “Unsatisfactory” performance assessment.

Annual Reviews

Notwithstanding the above, the following assessments will occur on an annual basis:

  1. Subsequent to any overall biennial performance assessment of a Tenure-track or Tenured Faculty Member that is less than “Good,” that Member will be subject to an annual review of performance by the Department and College Tenure and Promotion Committees for the purpose of providing feedback on performance. No performance raters will be determined.
  2. The performance of all Contractually Limited Faculty Members shall be reviewed on an annual basis for the purpose of providing constructive feedback on performance and for the purpose of assigning an overall performance rater (per 21.62 above).