The academic administration evaluates the effectiveness of the faculty on an annual basis; documentation of this evaluation process is maintained in the faculty personnel file.  As stated in the “Faculty Handbook”, teaching effectiveness is central in monitoring and evaluating the faculty for selection, retention and promotion.  Student evaluation of instructional faculty is carried out each term, through the process of student survey.  Standard evaluation forms are distributed in the classes by the Registrar’s Office.  The results of this survey are tabulated and made available to the faculty member.  In instances where a faculty member’s score deviates significantly from the norm, a meeting with the Provost may be scheduled.

Additional evaluation of job performance and teaching effectiveness includes classroom visits by the Department Chair and/or the Provost.  The administrator completes the form, which has been designed for this purpose, with documentation retained in the file. Results of this classroom evaluation are discussed with the faculty member.

In addition to evaluation of teaching effectiveness, and classroom demonstration of student-faculty interaction, academic administration (Department Chair, Program Director, Provost, and the President) requires the faculty members to be instrumental in the analysis and critique of coursework materials, to include syllabi, examination, and student products.  The purpose of this responsibility is to ensure that the curricula maintain currency in the field, which is appropriate to the level at which instruction occurs, and that student learning outcomes are being accomplished.  Evaluation of an effective faculty member includes confirmation that these components of the faculty responsibility are also being addressed.

The performance of the staff is monitored by the supervisors of the administrative departments. Annual evaluation of job performance, consistent with job description, is made concerning individual progress and all-around job performance. The department head reviews the performance of the employees under his/her supervision and reports to the President.

The University has instituted annual staff evaluation periods. The evaluation consists of self-review, in which an employee describes his/her duties, strengths and weaknesses, and presents a growth and improvement strategy for their own performance; and supervisor review, in which at least one member of the staff and a supervisor are assigned to evaluate each other’s performance.  Evaluations are reviewed by the office of the President, and performance is discussed with each staff member, in a meeting with the President. Documentation of the job performance evaluation is maintained with the HR file for each employee.