Annual written evaluations are made of each faculty member by the departmental chairperson or appropriate supervisor. This evaluation is done in conjunction with a review of the faculty member's professional development plan. Copies of the evaluation and professional development plan for each member of the faculty are kept on file in the respective department chairperson's or supervisor's office, and a copy of each must be provided to the faculty member. The faculty member shall have the opportunity to reply in writing to the evaluation. Evaluations must be completed by July 1 of each year. Recommendations for merit salary increases rely heavily on the written evaluation document, but recommendations for reappointment, tenure, and promotion do not necessarily rely on the annual cumulative reports.
The chairperson's evaluation draws from peer evaluations, student evaluations, and subjective assessments—each to varying degrees across departments.
A variety of methods of peer evaluation are in use throughout the campus. There is no single instrument for peer evaluation, but typically faculty are requested to include in their review materials syllabi, course tests and examinations, statements about new courses developed, reprints of publications, and reviews of performances. Departments include the senior faculty and/or peers in the review of faculty performance. For new and non-tenured faculty and graduate teaching assistants, peer review includes direct observation of classroom teaching.