Criteria and Procedures for the Evaluation of Faculty
The policies, procedures and criteria for the evaluation of faculty are specified in the Collective Bargaining Agreement (CBA) between the CSU and California Faculty Association; in the Faculty Handbook; and in College and Department Appointment, Retention, Tenure and Promotion (ARTP) documents.
Faculty are strongly advised to review the information on these web pages for new interim University policies, and important updates to the Faculty Handbook and ARTP documents.
Should the wording of the Faculty Handbook conflict or appear to conflict with the wording of the relevant policies in the CBA, the CBA takes precedence. Similarly, if the wording of the ARTP documents conflict or appear to conflict with the wording of the relevant policies in the CBA or the Faculty Handbook, the CBA and the Handbook take precedence.
IMPORTANT UPDATE: Due to changes in the Collective Bargaining Agreement (ratified September 18, 2012), the following interim policies are effective immediately:
Evaluation of Temporary Instructional Faculty - Incorporates new
language based on changes to Articles 12 and 15, reflecting the
- Evaluations for three-year appointments will involve a cumulative review of the faculty member’s performance during the qualifying period for the three-year appointment.
- Periodic evaluations for three-year appointments shall rate the temporary faculty unit employee as either satisfactory or unsatisfactory. Satisfactory ratings may include narrative comments including constructive suggestions for development.
- A temporary faculty member undergoing periodic evaluation for an initial three-year appointment or its renewal shall be reviewed by at least two levels of review, which must include a peer committee of the department or equivalent unit and the college dean.
- A three-year appointment shall be issued if the temporary faculty unit employee is determined by the college dean to have performed in a satisfactory manner in carrying out the duties of his/her position, and absent documented serious conduct problems.
- Student opinion surveys shall be conducted in all classes taught by each faculty member.
Also, note the following criteria regarding range elevation:
A terminal degree will be considered a requirement for consideration of elevation to ranges C or D if appropriate to the faculty member’s assignment, based on the faculty member's performance of the essential duties of the position, and if specified as a requirement for employment in the faculty member's appointment letter.
Additional Interim Policies:
Incompatible Activities and Employment Levels of Temporary Faculty - These policies incorporate new language based on changes to Article 35 specifying that all faculty members appointed full-time at the University shall be required to provide a written statement to the appropriate administrator of all outside employment, where such outside employment is expected to amount to more than 110 hours per quarter for faculty holding academic year or ten month appointments.
Standards and Criteria for Sabbatical Leaves – Incorporates new
language based on changes to Article 27 specifying that if a sabbatical
leave is denied based on factors other than the merit of the proposal,
and such a denial results in fewer sabbaticals awarded than 12% of
eligible faculty, the application shall be deferred to the following
year and granted if funding is available and the conditions supporting
the proposal remain in effect.