Selection, Appointment, Evaluation and Reassignment of a Dean
Selection and Appointment
a. Primary responsibility for the selection and retention of deans rests with the provost. Whenever it becomes appropriate to select a dean, the provost appoints a representative search and screen advisory committee. Normally, the committee is composed of seven to eleven members, and the majority of the committee is selected from the eligible faculty of the college affected, to include one or more department chairs, with other university personnel making up the balance. The term "eligible faculty" means faculty as defined by tenured, tenure-earning, clinical and research faculty status. Usually the provost appoints a staff member from the Office of the Provost to provide liaison and logistical support to the committee. The provost appoints the chair of the committee.
b. The committee conducts a national search unless limited by fiscal restraints as deemed by the administration, in which case the search may be limited to internal candidates. The committee establishes procedures that provide for participation in the process by the department chairs of the appropriate college, eligible faculty of that college, the provost, the president, faculty and deans outside the college, and other appropriate groups. Findings of the committee are transmitted in writing to the provost and the president for consideration.
c. The provost, upon recommendation to and concurrence of the president, must appoint a dean selected from nominees favorably recommended for appointment by the committee. In the event that no acceptable nominee is available for appointment, the search may be extended or begun anew or an interim or acting appointment may be made as described in the section below on incapacity and temporary appointments.
d. Appointment as a dean is indefinite as to duration, but a dean is subject to annual reviews and a comprehensive evaluation every fifth year. The appointment may be terminated pursuant to the procedures set forth below.
Review and Evaluation of a Dean
a. The provost performs an annual evaluation of each dean during the spring semester. The provost counsels each dean regarding his or her relative strengths and weaknesses.
b. In the fifth semester following each appointment or comprehensive review of a dean the provost will conduct an interim evaluation by sending each eligible faculty member a questionnaire (including qualitative questions consistent with those used on the fifth year evaluation form) seeking opinions on the performance of the dean. The replies from faculty will be returned directly and privately to the Provost's Office and kept in that office in the strictest confidence. After the evaluation questionnaires have been reviewed, the provost will prepare a written evaluation and discuss the faculty input with the incumbent dean.
c. Early in the fall semester of every fifth year of continuing appointment the provost will initiate a comprehensive review to evaluate the performance of the dean. Evaluation of a general nature--such as degree and quality of judgment, initiative, and competency--may be supplemented by specific criteria relating to the achievement of college goals and objectives. An underlying principle of the entire evaluation process, however, requires that all analyses be supported by factual documentation, and that the evaluations are based exclusively upon the consideration of professional standards of performance.
d. The fifth year comprehensive review is conducted by a committee composed of five to seven members selected by the provost. The majority of the membership of the committee must be tenured, research or clinical faculty who are not serving as chairs/administrators. The Committee must include one or more department chairs from within the college and a representative faculty member from another college. For the deans of the Graduate School and the Library, committees will be chosen from relevant campus wide faculty pools. The provost appoints the committee chair. The committee will assess the dean's leadership qualities, professional competency, and working relationships.
e. The committee will develop procedures that provide for participation in the evaluation process by the department chairs of the appropriate college, all eligible faculty of that college, faculty and deans outside the college, and other appropriate groups. The Provost's Office will develop a standard evaluation form, provide advice, and assist the committee in the distribution and collection of evaluations. The evaluation form will be developed in consultation with the Personnel Committee of the Faculty Senate and should contain a summary item for an overall rating of the dean. Completed evaluation forms should be transmitted directly and privately to the Provost's Office. All evaluations and assessments must be held in the strictest confidence by each member of the committee and by the Provost's Office. The committee transmits the evaluations it has collected and a written report of its finding and recommendations to the Provost.
f. The provost, upon recommendation to and concurrence of the president, will make a decision on the continuation or reassignment of the dean.
g. After the review is complete, the provost will discuss both the recommendations and the findings of the review committee and the response of the provost and the president to those recommendations and findings with the incumbent dean. A written report may be requested by the dean.
h. The provost communicates any actions resulting from the review process to the faculty of the college.
Reassignment of a Dean
a. Reassignment of a dean may occur as a result of the formal five-year evaluation process. Reassignment of a dean prior to the formal five-year evaluation process normally would occur only upon consultation between the provost and president with the dean and with an appropriate review committee. The decision to reassign a dean following this consultation is made by the provost.
b. Reassignment of a dean prior to the formal five-year evaluation process may be initiated by the provost with the concurrence of the president, upon petition of a majority of the eligible faculty of the college, or upon petition of a majority of the chairs of the departments within the college. A review will be undertaken by a committee selected in the manner prescribed in the section on review and evaluation of a dean, and in accordance with the procedures prescribed herein, including the requirements of written findings and recommendations, which will include a recommendation on either continuation or reassignment of the dean. In the event that the provost rejects the recommendation, an explanation will be provided to the review committee and the petitioners as appropriate.
Incapacity and Temporary Appointment of a Dean
In the event of unexpected vacancies caused by untimely resignation, illness, death, or other causes, the provost will appoint an individual on acting status. Normally, such an appointment will not exceed one academic year. The provost will consult with the college's department chairs, faculty, the deans, and other appropriate individuals in determining whom to appoint.
Review and Evaluation of An Associate or Assistant Dean
Early in the fall semester of every fifth year of continuing appointment of an associate or assistant dean, the dean of the college will initiate a comprehensive review to evaluate his or her performance. The dean will establish procedures that insure participation in the evaluation process by the department chairs within the college, faculty of the college, and appropriate individuals outside the college with whom the associate or assistant dean interacts.
The dean, upon recommendation to and concurrence of the provost, will make a decision on the continuation or reassignment of the assistant or associate dean.
The dean communicates any actions resulting from the review process to the faculty of the college.
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