Policy

The university will conduct an annual evaluation of each of its full-time instructional staff members in accordance with this policy. The annual evaluation shall be comprehensive and include standardized, objective, and measurable performance metrics. Performance will be assessed for all evaluative categories that the faculty member is assigned at least five percent (5%) of their annual work time over the preceding year, as reflected in their annual workload document. These evaluative categories include: (1) Teaching, (2) Service, and (3) Research, Scholarship, Creative Achievement, and/or Commercialization (“RSCAC”), depending upon the faculty member’s workload, as determined by the university.

Annual Report of Professional Activities

All full-time continuing faculty members shall submit to the chair or program director a written Annual Report of Professional Activities that includes information sufficient to address their contributions across each evaluative category including, but not limited to, publications, sponsored research, scholarship and creative achievements, commercialization, teaching responsibilities and performance, academic advising (as assigned), committee assignments, public service, and other professional activities. Failure to submit an annual report may result in an unsatisfactory performance evaluation in the chair or program director’s sole discretion.

All full-time temporary faculty members, as well as administrative and staff members with teaching responsibilities, will submit a report of their teaching effectiveness to the respective department chair or director, including a summary table regarding the student evaluation questions referenced in Section 3345.451 of the Ohio Revised Code.

Frequency and Purpose of Evaluation

Faculty will receive a written annual evaluation based, at least in part, on data supplied in their Annual Report of Professional Activities. Evaluations shall serve three functions:

1. To guide the professional development of the individual;
2. To establish a projected work effort distribution for the next academic year in accordance with the university’s workload policies; and,
3. To document performance and contributions for which personnel decisions and salary recommendations shall be made.

Department chairs or program directors shall prepare written evaluations to be delivered to the faculty member not later than May 1. Prior to delivery to the faculty member, the written evaluations are forwarded to the Divisional Dean for their review and approval or disapproval, and submitted to the Provost for review. If there is disagreement between the chairperson and the Divisional Dean, the Provost shall have final decision authority.

Annual evaluations are conducted in accordance with University, divisional, and departmental governance for performance evaluations. Each Division shall make information about the review process available, including the timing, procedures, and what faculty can expect to provide and receive in their annual evaluation. Each Division will determine the criteria for, the manner of, and the faculty member’s responsibilities in the evaluation process. However, student evaluations, as referenced in Section 3345.451 of the Revised Code, account for at least 25% of performance in the category of teaching.  
Each annual evaluation shall set forth strengths, weaknesses, and specific recommendations for improvement, when applicable. For each evaluative category, the evaluator must include a summary assessment that reflects one of the three following outcomes: "exceeds performance expectations," "meets performance expectations," or "does not meet performance expectations/needs improvement.” When a faculty member receives an evaluative category and/or an overall assessment of “does not meet performance expectations/needs improvement,” the specific areas which need improvement shall be conveyed.

Faculty will have the opportunity to respond to their evaluation in writing. The results of annual evaluations shall be considered in subsequent decisions on promotion, pay, awards, benefits, post-tenure review, and other decisions related to continued employment.
Bargaining unit faculty members and their representative organization shall be made aware of any changes to the annual evaluation process in the fall of each academic year.

Appeal of Performance Evaluation

A faculty member may appeal the evaluation within 10 business days of receipt of the written evaluation from the chair. That appeal is submitted to the Divisional Dean and chair and shall include a written statement detailing the reason(s) for the appeal and providing any clarifying information or additional details that should be considered in the appeal. Within 10 business days of receipt of the written statement, the chair will be permitted to respond in writing to the Divisional Dean, and copying the faculty member, regarding the faculty member’s written statement as well.

The Divisional Dean will review the information provided, determine if the original annual performance evaluation should be amended or revised, and communicate their decision to the faculty member promptly. If the Divisional Dean upholds the evaluation as originally submitted to the faculty member, without change, that decision is final. If the Divisional Dean recommends amending or revising the evaluation as originally submitted, that recommendation shall be forwarded to the Provost for further review. The Provost will review all the information provided and determine if the annual performance evaluation should be revised or stand as originally submitted to the faculty member. The decision of the Provost will be final.

Related Form(s)

Additional Resources and Procedures

FAQ

Policy Administration

Next Review Date

7/1/2030

Responsible Officers

Provost and Executive Vice President for Academic Affairs

Legal Reference

ORC 3345.452

Compliance Policy

Recent Revision History

Edited July 2018; Revised December 2025