Tenured and/or Clinical Faculty Review Guidelines
Five Year Post Faculty Review
DUE DATE December 28, 2009
The basic philosophy of the tenured faculty review (TFR) process is that each member of the faculty has a role to play in the success of the School of Medicine. The specific role, however, may vary from faculty member to faculty member. Guidelines for achieving promotion and tenure may not be immediately applicable to the evaluation of an individual faculty member who thereafter fulfills a role that does not include all areas addressed by the Appointment & Retention, Promotion and Tenure (A&RPT) Guidelines. The TFR/CFR process should, therefore, be custom fit to the individual faculty member.
- The responsible Unit Head should meet annually with each tenured and post five-year Full-time Clinical members of his/her faculty to establish agreed upon goals and expectations, including:
- How the faculty member will divide her/his time and effort.
- Agreed upon expectations and goals should be written down and signed by both the faculty member and the Department Chair and retained for future reference. (The list of expectations and goals need not be tremendously detailed, but should clearly state the areas in which accomplishments are anticipated.)
- In the event that the faculty member and the Unit Head disagree on expectations and goals, the faculty member may appeal to the School of Medicine TFR/CFR Appeals Committee. The TFR/CFR Appeals Committee will use the faculty member's and the Unit Head's list of expectations and goals to produce a final list of goals and expectations.
- During subsequent yearly meetings the unit head and faculty member should compare the faculty member's performance to agreed upon expectations and then make any necessary modifications to the faculty member's future goals and expectations.
- The Unit Head should specifically determine if the faculty member has performed satisfactorily over the past year compared to the expectations and goals that were agreed upon. If the faculty member is deemed to have performed unsatisfactorily, then a plan should be devised to correct the deficiencies. The Unit Head's evaluation, the revised goals and expectations and any remediation plan should be put in writing.
- Each tenured and clinical track faculty member will receive a formal TFR/CFR every fifth year following the award of tenure or five years after a Full-Clinical faculty member's sixth-year review.
- If a faculty member receives an unsatisfactory yearly review in two consecutive years, the faculty member will be subject to a formal TFR/CFR review.
