Handbook of Operating Procedures 2-2150
Comprehensive Periodic Evaluation of Tenured Faculty
Effective February 17, 2025
Executive Sponsor: Executive Vice President and Provost
Policy Owner: Senior Vice Provost for Faculty Affairs
- Policy Statement
The University of Texas at Austin (“University”) is committed to periodic evaluation of tenured faculty intended to enhance and protect, not diminish, the important guarantees of tenure and academic freedom. Periodic evaluation is conducted to provide guidance for continuing and meaningful faculty development; to assist faculty in enhancing their professional skills and achieving their professional goals; to refocus academic and professional efforts, when appropriate; assess whether the individual is making a contribution consistent with that expected of a tenured faculty member; and to assure that faculty members are meeting their responsibilities to the University and the State of Texas.
- Reason for Policy
In accordance with Texas Education Code, Section 51.942, Regents' Rules and Regulations, Rule 31102 requires each component institution to establish a comprehensive periodic performance evaluation process for all tenured faculty.
- Scope & Audience
This policy applies to all tenured Faculty, including deans, department chairs, and other academic Administrators who are concurrently appointed in a tenured faculty position. In instances where a dean will be dismissed from that administrative role, not be renewed in the role, or will not serve beyond six years in the role, this Policy applies to their periodic evaluation in lieu of a periodic evaluation under HOP 2-2130.
- Definitions (specific to this policy)
Faculty:
Any individual holding an academic title listed in Regents’ Rules and Regulations, Rule 31001, Section 2.1, 2.2, or 2.3.
Administrator:
Administrative and Professional (A&P) roles held by tenured Faculty members, including but not limited to department chair, director, associate dean, dean, vice provost, senior vice provost, provost, vice president, and president.
- Website (for policy)
https://secure4.compliancebridge.com/utexas/public/getdoc.php?file=2-2150
- Contacts
| CONTACT | DETAILS | WEB |
| Office of Faculty Affairs | Phone: | Website: |
- Responsibilities & Procedures
Quality of Faculty. The University is a constitutionally mandated “university of the first class,” recognized nationally and internationally for the outstanding quality of its Faculty. The Faculty are thoroughly vetted when they are hired, retained, promoted, and tenured.
- Importance of Tenure. The University affirms the time-honored practice of tenure as an important protection of free inquiry, open intellectual and scientific debate, and unfettered criticism of the accepted body of knowledge. Academic institutions have a special need for practices that protect freedom of expression, since the core of the academic enterprise involves a continual reexamination of ideas.
Nothing in this Policy or the related review guidelines will be interpreted or applied to infringe on the tenure system, or on Faculty members' academic freedom, due process, or other rights. Nothing in this Policy will be interpreted as establishing a term-tenure system or requiring Faculty members to reestablish their credentials for tenure.
Comprehensive Periodic Reviews. Comprehensive periodic reviews (CPRs) for tenured Faculty are required by Texas Education Code, Section 51.942 and will be conducted pursuant to the Guidelines for Comprehensive Periodic Review of Tenured Faculty (the Guidelines) found on the Provost’s website.
- Scheduled Reviews. Comprehensive periodic reviews must be completed at least every six years for each tenured Faculty member. The minimum time between comprehensive periodic reviews is one year. The Guidelines detail which types of comprehensive faculty reviews can count as a CPR and reset the start of the six-year comprehensive review period.
A tenured Faculty member must be active during the year of the review. A tenured faculty member is considered active during an academic year if they have any work hours during that academic year. No deferral of review of an active Faculty member may extend beyond one year from the date of the scheduled review.
The evaluation may not be waived for any tenured Faculty member, but may be deferred in rare circumstances when:
- the tenured Faculty member is on an approved personal leave without pay for medical reasons during the time when the comprehensive periodic review is being conducted, or
- the tenured Faculty member is continuously using sick time off (full- or part-time) for one whole semester during the academic year when the CPR is being conducted.
In exceptional circumstances, the timing of the review may be extended with approval by the provost, president, and executive vice chancellor for academic affairs.
- Notice of Evaluation. Faculty members must be notified at least six months before the comprehensive periodic review commences.
- Peer Review. Comprehensive periodic review of tenured Faculty involves a peer review committee that includes a minimum of three tenured full professors, selected based on their objectivity and academic strength:
- For Faculty members who have not served as an Administrator during the review period, the department chair, in departmentalized colleges and schools, or dean, in non-departmentalized colleges and schools, appoints the members of the peer review committee.
- For Faculty members who have served as an Administrator during the review period, the administrative supervisor appoints the members of the peer review committee.
Additional details for Faculty members who are jointly appointed in more than one academic unit, or who have served as Administrators during the period under review is provided in the Guidelines.
- Responsibilities Reviewed. The evaluation will include review of the Faculty member's professional contributions in teaching, research, service, and mentoring; and when applicable, patient care and administration. Institutional Guidelines and practice provide detailed criteria and factors considered in the evaluation. The Guidelines clarify how professional contributions are considered for tenured Faculty who have served as an Administrator during their CPR review period
- Review Categories. Each Faculty member being reviewed must be given an overall rating using one of the following rating categories: (a) exceeds expectations, (b) meets expectations, (c) does not meet expectations, or (d) unsatisfactory. Expectations are set according to the Faculty member’s rank, discipline, and department or academic unit. These ratings are based on a holistic review of the Faculty member’s activities and contributions and the overall judgment of the members of the peer review committee. In addition to the required single holistic rating, the committee must provide a rating for each of the relevant area(s) of specialization.
- Results. The peer review committee must provide a written evaluation statement that summarizes their findings, including areas of excellence and opportunities for improvement. In departmentalized colleges and schools, the department chair must provide a separate evaluation statement and rating.
The ratings determined by the peer review committee and department chair, if applicable, are advisory to the dean and/or administrative supervisor who determines the final overall rating and the rating for each area of specialization for the tenured Faculty member.
Results of the evaluation must be communicated in writing to the Faculty member, who has the option of providing a written response to the review, which shall be added to the official record. The final written evaluation must be shared with the provost.
- Developmental Assistance. Faculty members whose performance indicates they would benefit from developmental assistance will be placed on a developmental support plan and referred to available institutional support, such as teaching effectiveness assistance, professional coaching, or mentoring in research, etc. If the Faculty member makes insufficient improvement within the specified timeframe, may result in further review and/or disciplinary action under VI.D below.
Unsatisfactory Performance. Faculty members whose performance is unsatisfactory in any area of evaluation under this review, will be placed on a short-term developmental support plan that includes performance benchmarks for returning to satisfactory performance, and monitored by the department, college, and/or school. Failure to make sufficient improvement within the specified timeframe may result in further review and/or disciplinary action under VI.D below.
