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Evaluates fairly and objectively"C. Returns students work promptly.D. Keeps students abreast of progress in classAvailability to StudentsA. Keeps office hoursB. Encourages student inquiry2C. Maintains an approachable and friendly attitudeAdministrative Responsibility/A. Submits syllabi, book orders, grades on time4B. Maintains proper records of students performanceOB. Uses instruments which are relevant to goals and expected outcomes of courseProgram EstablishmentRefereed PublicationsOverall RatingServiceStudent ActivitiesProfessional BehaviorTeaching Extension B. STUDENTSA. PEERS Signature of Evaluator:Date:Conference and Comments:Faculty Member: Response: INSTRUCTIONSUnit Supervisor: Effective TeachingA. Encourages critical thinking&I. Uses technology where appropriate Student Advising +Research, Scholarship and Creative Endeavor Extension Materials Developed Service to DepartmentService to UniversityService to CommunitySERVICE RATING=ResearchAssigned ResponsibilitiesRating by AreaWeighted ScoreName of Department / Unit:,1. Faculty member s strengths and potential.4 (Exceptional)1 (Conditionally Acceptable)0 (Not Acceptable)8A. Assures students receive timely and accurate advising(B. Serves on graduate student committees,The rating scale used in this evaluation is::H. Communicates clearly in English (orally and in writing),Converted Responsibilities* (whole number) FACULTY ASSESSMENT SUMMARYORegional/National/International Recognition IA three year moving average of one graduate student mentorship per year. QFaculty members should submit justifications if target achievements are not met. < Excellence in Extension Continuing Education and/or ServiceAssigned Responsibilities (%)(0 4)SUPERVISOR ASSESSMENT SUMMARY    %FACULTY PROFESSIONAL DEVELOPMENT PLAN%2. Development or improvement needed.3. Future goals and objectives.&4. Planned and recommended activities.Primary Evaluator and Title::Assigned Responsibilities (%): A  Not Acceptable rating will be noted on the faculty member s record and requires remedial action. It may be the basis for disciplinary action up to and including dismissal. Numerical ratings less than 2.0 must be accompanied by written explanation. fRatings less than 2.0 and greater than 3.0 must have corresponding documentation/explanation attached.Dean:)Research Director/ Director of Extension:lRating values less than 2.0 and greater than 3.0 must have corresponding documentation/explanation attached.Supervisor (0-4)Faculty (0-4)*Graduate/Undergraduate Student InvolvementAssociate Dean: Faculty Member: 2 (Fully Meets Expectations)3 (Exceeds Expectations) UndergraduateGraduate3 credit course4 credit course5 credit courseAssigned Responsibilities (%) Target achievements for a 100% research faculty member after the first year of employment (achievement targets are adjusted based upon percentage appointment):Target achievements for a 100% Extension faculty member after the first year of employment (achievement targets are adjusted based upon percentage appointment):Research and extension contributions will be reviewed by the respective Associate Dean(s) and their input will be provided to the evaluation officer.  Performance fails to meet the  Fully Meets Expectations standard but could if certain conditions were fulfilled. Performance at this absolute minimal level will require the faculty member and supervisor to develop and complete a Plan of Work that will raise performance to  Fully Meets Expectations by the next rating period. Numerical ratings less than 2.0 must be accompanied by written explanation.H aAll ratings less than 2.0 and greater than 3.0 must have corresponding documentation/explanation.oFull-length manuscripts in a refereed and edited journal using a blind review process. See target levels below.Service to College#OTHER EVALUATIONS (if appropriate) Performance that is frequently carried out in an excellent manner. This level of performance exceeds expectations for acceptable performance. Per example, in the Publications category, a faculty member must have three or more qualifying /refereed publications per year. "Performance in which the faculty member competently fulfills the general expectations of the position. Per example, in the Publications category, a faculty member must have two or more qualifying /refereed publications per year. This is the level most commonly achieved by faculty members. Performance that is consistently carried out in an exceptional manner. This level of high quality performance occurs only among a small percentage of faculty members. Ratings above a 3.0 must be accompanied by a written justification that clearly shows extraordinary accomplishment. Per example, in the Publications category, a faculty member must have four or more qualifying /refereed publications per year to receive a score of 4 (Exceptional).  Tenure Track2College of Agriculture, Human and Natural SciencesXEvaluation will be prorated based upon each faculty member's assigned responsibilities.i.e. Efforts made in establishing coursework, laboratory establishment, establishment of extension trials, programmatic activities, number of counties visited, workshops held, number of agent contacts, evidence of program impact, collaborative or interdisciplinary initiatives, proposals prepared and submitted, collaborative or interdisciplinary initiatives, articles published, notoriety in discipline.ai.e. Publications, bulletins, guides, newsletters, columns, curricula, websites, factsheets, etc.hi.e. Awards and honors, invited presentations, other forms of recognition, stakeholder acknowledgements i.e. Participates in activities and committees, complies with departmental procedures, effectively completes assignments, exhibits engagement and leadership in departmental activitiesi.e. Participates in activities and committees, complies with College procedures, effectively completes assignments, exhibits engagement and leadership in College activitiesi.e. Participates in activities and committees, complies with University procedures, effectively completes assignments, exhibits engagement and leadership in University activitiesmi.e. Participates in professionally-related community activities, presents a positive image of the universityi.e. Service to professional organizations, maintains ethical behavior in teaching or research or extensio< n, cooperates with and respects colleaguesExternal Funding Obtained i.e. Grants, gifts, fees generated. See target levels below.Y \External Funds Generated i.e. Grants obtained, gifts, fees generated. See target levels below.W ZRegional/National/International Recognition i.e. Invited presentations, reviews conducted, editorships, honors and awards. R Vi.e. Efforts made in establishing coursework, laboratory establishment, establishment of research trials, impact on discipline, visiting scholars supervised, proposals prepared and submitted, collaborative or interdisciplinary initiatives, articles published, notoriety in discipline.Wi.e. Sponsors or advises student organizations, acts as mentor or counselor to studentsAll faculty members are expected to provide written explanation and documentation of accomplishment ratings. Include a narrative and/or documentation (course syllabi, student evaluations, award letters from funding agencies, reprints of publications, letters of appreciation by stakeholders, names and dates of graduate students advised, theses work supervised, etc.) for each evaluation factor. Assemble narrative/documentation numerically according to evaluation factor number (1.1, 1.2, 2.1, 2.2, etc.) in a binder. % ResearchFor faculty with 12-month appointments, the table below provides conversion rates for teaching percentage time per course, on an annualized basis. For faculty with 9-month appointments, the table below provides conversion rates for teaching percentage time per course, on an annualized basis. -Teaching Rating (average of above scores) = +Research Rating (Average of above scores) =,Extension Rating (average of above scores) =^A three-year moving average of $33,000 - $100,000 per year in extramural funding; lower range for appointments emphasizing the social sciences or stakeholder services, higher range for appointments in the hard sciences. Funding average cannot be composed solely of funds obtained as co-PI or collaborator status, some funding must be acquired as PI.]A three-year moving average of $33,000 - $50,000 per year in extramural funding; lower range for appointments emphasizing the social sciences or stakeholder services, higher range for appointments in the hard sciences. Funding average cannot be composed solely of funds obtained as co-PI or collaborator status, some funding must be acquired as PI.*Graduate/undergraduate Student Involvement IntroductionThe faculty evaluation system used by the College of Agriculture, Human and Natural Sciences has been designed to provide objective assessments of a faculty member s achievements and accomplishments. 1This evaluation is used by the faculty member to:&provide documentation of work quality;'provide documentation of work behavior;2provide documentation of overall work performance;Dgain insights into the supervisor's perceptions of work performance;*become aware of the supervisor's concerns;-learn how to improve and enhance performance.;The system provides the supervisor with the opportunity to:@recognize the faculty member s achievements and accomplishments;Frecognize contributions the faculty member has made to the university;Wrecognize measurable progress or improvements made in the faculty member s performance;Cprovide an overall assessment of performance to the faculty member;Iprovide the faculty member with guidance and suggestions for improvement.@Evaluation Based on Appointment Areas and Scientific Discipline The evaluation is based on a quantitative measurement of accomplishments. However, it is not a one-size-fits-all instrument. Rather, it self-adjusts to evaluate each faculty member s accomplishments relative to that faculty member s annual percentage appointment in the areas of teaching, research and extension. In addition to an assigned appointment in the areas of teaching, research and extension, it is assumed that all faculty have a universal service component in their position at Tennessee State University. Thus, for example, if a faculty member is employed with a full-time teaching load, they will be evaluated on their teaching accomplishments and service to the university  expectations in the areas of research or extension will not apply. Conversely, if a faculty member has a split research/extension appointment, the evaluation of their accomplishments will be based on their accomplishments in research, extension and service  they will not be expected to meet goals outlined for teaching faculty. Accomplishments in each area will be proportionally averaged, based on percentage appointment, into a single final evaluation score. In addition to accounting for each faculty member s unique appointment distribution, the evaluation instrument makes allowances for assessing accomplishments in different scholastic areas i.e., social sciences vs. technical sciences. That is, the expected publication goals and extramural funding goals are different between disciplines to account for differing standards of publication and differing levels of available grant funding among the disciplines. (Completion and Standardization of Review^Faculty members enter their data on page 1 of the instrument and complete a self-evaluation according to the instructions on the instrument. The completed self-evaluation and all pertinent documentation of accomplishments are submitted to the department head. In concert with the appropriate associate dean (see below), the department head uses the submitted documentation and other resources at his/her disposal t<o evaluate the faculty member s achievements. The results of the assessment are discussed with the faculty member, and if necessary, plans to enhance the level of achievement are developed.yTo ensure all faculty are evaluated equally across departments, areas of specialization and relative percentage of appointments, all evaluators will receive annual detailed instruction from the Dean regarding the correct application and interpretation of the standards and goals of the evaluation instrument. In addition, further standardization will be accomplished by the primary evaluator (department head) reviewing the evaluation in cooperation with the appropriate Associate Dean (Research, Academics, Extension). Thus, for example, all faculty with a research appointment will have their research accomplishments evaluated by their department head in cooperation with the Associate Dean for Research. This scenario ensures that all research accomplishments are evaluated uniformly, while taking into account the faculty member s unique contribution to an individual department. (Calculation of Teaching Load Percentages.Entering Values Into the Evaluation Instrument+The numeric values entered for percentage appointment in teaching, research and extension on the first page of the instrument are used by the spreadsheet to automatically adjust the numerical average scores for the teaching, research and extension areas by an appropriate percentage in calculating an overall evaluation score. The proportionally-adjusted scores are automatically entered into the summary tables on page 7 of the instrument. Please note, it is assumed that all faculty have a 10% service appointment. The 10% service appointment is automatically calculated into the average overall score  there is no need to adjust the percentages for teaching, research and extension to account for service. The faculty-entered values for teaching, research and extension on page 1 should add up to 100. ATo uniformly assign credit for time and effort spent in formal instruction, the table inthe evaluation document present the annual percentage teaching load for 3, 4, and 5 credit undergraduate and graduate classes. For example, a 12-month faculty member who taught one 4-credit undergraduate course during the year should take credit for a 9.0% annual teaching load. Someone who taught two 3-credit graduate courses should be assigned an annual teaching load of 16.68% (8.34 + 8.34). These percentages are based a 15 credit/semester full-time load, three semesters per year.FACULTY EVALUATION FORMThree year moving average of the equivalent of two full-length manuscripts published per year in an appropriate edited and refereed mainstream professional journal that uses a blind review process. At least one publication per three-year period should be in the faculty member's society journal. Publications where the faculty member is primary author or where the faculty member's student OR POST DOC is primary author receive full credit, publications where the faculty member is second author receive 50% credit, publications on which the faculty member is third or lower author receive 33% credit (i.e. two second-author publications = one primary author publication). \ _ 2014-2015QNote: The teaching research and Extension percentages below should add up to 100% Teaching* Research* Extension*V*Note: the teaching, research and Extension percentages above should add up to 100%. Full-length manuscripts published in a refereed and edited applied scientific journal using a blind review process. See target levels below.Three year moving average of two full-length manuscripts per year published in a refereed and edited applied scientific journal using a blind review process. 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