2. The Review of Faculty

The University has established formal policies and procedures for review processes and decisions involving faculty appointment, promotion, and tenure. Standards, criteria, and procedural guidelines are contained in the "Academic Personnel Policy of the University of Massachusetts" (see Appendix 1). These policies are consistent with AAUP standards for annual review, promotion and tenure and traditions of faculty primary responsibility in matters of faculty status. An annual memorandum from the Provost provides supplemental instructions on the process for recommending personnel actions. Many schools and colleges and the Office of Faculty Development provide supplemental guidance to the faculty as well. All faculty members are encouraged to inform themselves about faculty personnel policies.

Annual Faculty Report and Evaluation

All faculty members are responsible for completing annually the web-based Annual Faculty Report (AFR) that highlights activities and achievements in teaching, research and scholarly activity, and service and outreach for the previous calendar year. The AFR is an evaluative document. The call for completion of the AFR is announced by the School/College, and is evaluated in the latter part of the year. The deadline for completion of the AFR and submission is usually in October. AFR’s are uploaded to the Academic Personnel Workflow System (APWS) here.

The annual evaluation of faculty and staff will be based directly on the balance of the individual’s designated workload. The initial annual evaluation of the faculty will be made by Department Personnel Committee. The evaluation will be consistent with University promotion and tenure criteria. Committee recommendations will be forwarded to the Department Chair, who adds his or her evaluation. The Department Chair will prepare a written assessment of each faculty member’s teaching, research, and service activities and will meet with each faculty member to discuss the assessment and goals for the coming year. Following the review process, the Department Chair submits the written assessments and makes recommendations to the Dean for individual performance categories. The Dean may add his or her evaluation to the AFR before submitting to the Provost. The individual faculty member has a right to respond in writing to any evaluation added to his or her AFR, and that response must be appended to the AFR. During the time of the annual faculty review, the school requests an updated C.V. and the completion of a faculty survey. An email is sent to faculty from the dean requesting these items. Data from this survey are used in our strategic planning and to measure progress toward SPHHS goals.

Pre-tenure Review

In the third year of service, faculty will undergo a pre-tenure review. This review consists of an assessment of progress in many of the same aspects of a faculty member’s promotion and tenure review, and suggestions for areas of improvement if needed. This review is indicative of the possible success or failure of the faculty member in the full promotion and tenure review, and if not successful, will result in termination of the faculty member’s appointment.

Periodic Multi-Year Review(PMYR)

The periodic multi-year review of all faculty is distinct from the annual and major personnel action reviews. This review serves two purposes: 1) this review expands the narrow time window of the annual reviews into an overview of a faculty member’s performance that will both inform evaluations and rewards and aid academic planning; 2) these periodic overviews make possible timely consultation, intervention, and assistance that will stimulate and encourage professional development in directions that will benefit both the faculty member and the institution. The multi-year review will also effectively account for faculty members’ professional activity. PMYR is to be conducted every seven years for all faculty members after receiving tenure. The purpose of PMYR is to assist tenured faculty in their continuing professional development. A faculty member who has been awarded tenure and promotion has demonstrated excellent performance and represents a large investment on the part of the University. Tenure is awarded with the assumption that the faculty member will continue to develop professionally and demonstrate a continued high level of performance. PMYR evaluates performance over a number of years and assures that the talents of faculty members and their contributions to the University are maximized throughout their careers.

The review will include a brief statement, typically between 1000-2000 words and not to exceed 2500 words, submitted by the faculty member that summarizes and assesses their principal activities during the period since the last PMYR or promotion review and their goals and approach to achieving such goals in the areas of teaching, research and service in the coming years. In addition, the faculty member will submit their current curriculum vitae. The Department Chair will supply all evaluations of the faculty member’s teaching performance carried out during the previous six years, and the AFRs for the prior six years and the current year, including any supplemental materials that normally accompany AFRs.

The DPC and the Department Chair will review the individual’s AFRs, curriculum vitae, teaching evaluations, and the submitted statement. After review of the materials, the DPC and the Chair will each recommend that the statement submitted by the faculty member be either: 1) accepted, with further comments or suggestions optional; or 2) revised. A recommendation to accept the submitted statement will be made when the faculty member’s past performance and future goals, as documented in the materials submitted, indicates that no changes in the faculty member’s work or plans are seen as required in order to continue the professional progress of the faculty member. A recommendation to revise the submitted statement is made when the individual’s past performance and future goals, as documented in the materials submitted, is indicated in order to promote the faculty member’s continued effective contribution and professional progress. In making either recommendation, the DPC and the Chair will also recommend whether or not to provide the resources for professional development requested in the faculty member’s statement, whether it is an accepted or revised statement. Final approval rests with the Dean.

For more information on the PMYR process, refer to the following link: https://www.umass.edu/ctl/grants-awards/periodic-multi-year-review-pmyr-grant

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