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Criteria

Evaluations for Chairs/Directors should be conducted in the same manner as all faculty within the Unit with the inclusion of a personal narrative written by the Chair/Director. The personal narrative is considered a confidential document and is not forwarded to the Office of Faculty Affairs. The typical Chair/Director workload formula is 20% research, 20% teaching, and 60% service, unless otherwise stated in offer letter.  The units review of the Chair/Director will be utilized in the final review of the appropriate dean.

Questions pertaining to performance evaluations for Chairs/Directors should be directed to the Divisional or Associate Dean.

Each Chair/Director is evaluated in the major areas of personnel, budget, unit leadership and other responsibilities. It is suggested that Chairs/Directors address the questions outlined below when preparing their personal narrative.

Personnel:

• Are policies known and followed? Does the Chair/Director check the policies? Does the Chair/Director ask for help/advice when appropriate?
• Do personnel cases come in on time? Are folders complete? Has attention been paid over time to establishing "multiple measures of teaching"? Have any/all issues with the case been addressed at the primary unit level?
• Are issues with faculty, staff, and students addressed adequately/correctly at the unit level? Does the Chair/Director look for "win-win" solutions if possible?
• Are there faculty complaints and grievances coming out of the unit that suggest problems in management or communication within the unit?
• Are recruitment and hiring activities well managed?
• Are department policies laid out and followed?
• What's the size and complexity of the workload?

Budget:

• Are policies known and followed?
• Does the Chair keep track of the overall budget and are they aware of problems/issues? Do they work effectively with the budget office to respond to inquiries and solve problems?
• Is the department in deficit or not? On a yearly basis? Do they have deficit reduction plans if they have a deficit? Does the Chair take responsibility for dealing with faculty members who chronically overspend?
• Does the department interact effectively with their Financial Service Center? Is relevant information communicated in a timely manner?
• Is the Leaves and Replacements database used correctly?
• What is the size and complexity of the budget?

Unit Leadership:

• Does the department function well as a unit?
• Do faculty generally feel that they have a say in departmental decision and in planning?
• Does the department have a "vision" of their future?
• Does the Chair/Director interact well with cognate units and neighboring units on common issues?

Other (Administrative, Outreach, Communication, Fundraising):

• Does the Chair give a "heads up" to the Dean's office when needed?
• Does the Chair do an effective job of representing the department to the college? The campus? The outside community?
• Does the Chair respond to requests form the Dean's office in a timely manner?
• Does the Chair demonstrate common sense when dealing with issues?
• Any other relevant activities that should be considered?

50/50 Rule

Individuals are included if they served during the evaluation period. Faculty evaluations are conducted for the prior calendar year (January to December 20XX). Therefore, if a faculty member became Chair/Director in January following the review period, the individual would not be reviewed. The previous or outgoing Chair/Director would be reviewed for the period in which they served. Those who served in the first part of the review period are reviewed for performance for future reference and are not reviewed for chair/director merit processes.

Any person serving as chair/director during the review period needs to submit a narrative, and the department is required to evaluate the current chair/director if they served at any time during the review period.

Process

• Chair or director submits personal narrative of accomplishments to unit along with Faculty Report of Professional Activities (FRPA) and any other custom reports for unit evaluation.
• Chair or director submits the personal narrative to CAS Faculty Affairs.
• Unit evaluates current chair or director according to its unit criteria, using the formula of 20% research, 20% teaching and 60% service.
• Unit forwards the following:
  • Faculty Performance Rating Form (a Faculty Performance Rating word document is also available) for Jan. to Dec. 20XX to cas-faculty@colorado.edu.
    • The chair or director should sign on the "Employee Signature" line.
    • A representative from the unit's Annual Merit Evaluation Committee (also known as the Salary Committee) should sign on the "Rater/Supervisor Signature" line.
• The Personal Narrative of the chair/director should be sent to cas-faculty@colorado.edu by the submitting faculty member.
• The unit submits the chair/director evaluations to the dean of division and or the appropriate associate dean for input of the supervisor evaluation of the chair/director.
• CAS-Faculty the final evaluation from the appropriate dean is submitted to the Office of Faculty Affairs.
• Unit retains copies of the above documents in unit personnel files.

Reviewed 25 March 2024