Common use of Sustained Performance Evaluations Clause in Contracts

Sustained Performance Evaluations. Tenured faculty members shall receive a sustained performance evaluation once every seven years following the award of tenure, their most recent promotion, or the last decanal recommendation that they receive a Salary Performance Plan award. The purpose of this evaluation is to document sustained performance during the previous six years of assigned duties. A faculty member who has received satisfactory annual evaluations during four or more of the previous six years, including one or more of the previous two (2) years, shall be rated satisfactory in the sustained performance evaluation. (a) Only tenured faculty and the chair may participate in the development of applicable procedures. Sustained performance evaluation procedures shall ensure involvement of peers at the department level in the evaluation. (b) The procedures for the sustained performance evaluation shall be made available to department faculty and included in the department’s bylaws. (c) The documents contained in the faculty member’s the evaluation file shall be the sole basis for the sustained performance evaluation. (d) A faculty member may attach a concise response to the evaluation. (e) A performance improvement plan resulting from a Sustained Performance Evaluation shall be developed only for those faculty members whose performance is identified through the sustained performance evaluation as being consistently below satisfactory in one or more areas of assigned duties. (f) The performance improvement plan shall be developed by the faculty member in concert with his/her chair, and shall include specific performance targets and a reasonable time period for achieving the targets. If the faculty member and the chair are unable to reach agreement on a plan, the ▇▇▇▇ shall resolve the issues in dispute. (1) The Trustees shall provide specific resources identified in an approved performance improvement plan. (2) The chair shall meet periodically with the faculty member to review progress toward meeting the performance targets. (3) It is the responsibility of the faculty member to attain the performance targets specified in the performance improvement plan. If the plan identifies specific deadlines for attaining performance targets and the faculty member fails to attain the targets by the deadlines, the department/unit has the responsibility to take appropriate actions.

Sustained Performance Evaluations. Tenured (1) Beginning in the 2015-2016 academic year and continuing thereafter, the University shall conduct Sustained Performance Evaluations on tenured faculty members shall receive a sustained performance evaluation once every seven years following in the award ranks of tenureProfessor and Associate Professor, their most recent promotion, or those in the last decanal recommendation that they receive a Salary Performance Plan award. ranks of University Librarian and Associate University Librarian and the positions identified at Appendix L. The purpose of this evaluation the Sustained Performance Evaluation is to document sustained performance during the previous six years of assigned duties. A faculty member who has received satisfactory annual evaluations during four or more of the previous six years, including one or more of the previous two (2) years, shall be rated satisfactory in the sustained performance evaluation. (a) Only tenured faculty and the chair may participate in the development of applicable procedures. Sustained performance evaluation procedures shall ensure involvement of peers at the department level in the evaluation. (b) The procedures for the sustained performance evaluation shall be made available to department faculty and included in the department’s bylaws. (c) The documents contained in assess the faculty member’s 's sustained performance and professional growth as of the evaluation file date of the evaluation. The expectations for sustained performance shall be aligned with the sole basis qualifications for tenure in place at the sustained performance evaluation. (d) A faculty member may attach a concise response to time of the evaluation. (e) A performance improvement plan resulting from a Sustained Performance Evaluation . For faculty in the ranks of Librarian or Associate University Librarian, the expectation shall be developed only aligned with the qualifications for those faculty members whose performance is identified through promotion in place at the sustained performance evaluation as being consistently below satisfactory in one or more areas time of assigned duties. (f) The performance improvement plan shall be developed by the faculty member in concert with his/her chair, and shall include specific performance targets and a reasonable time period for achieving the targets. If the faculty member and the chair are unable to reach agreement on a plan, the ▇▇▇▇ shall resolve the issues in dispute. (1) The Trustees shall provide specific resources identified in an approved performance improvement planevaluation. (2) The chair Sustained Performance Evaluation shall meet periodically with be conducted in the tenured faculty member’s sixth (6th) year after receiving tenure and every sixth (6th) year thereafter and will evaluate the faculty member on his or her performance over the previous six (6) year period. Each faculty member may elect a one (1) year deferral once in his or her career at UWF. This would allow the sustained performance evaluation to review progress toward meeting be conducted in the performance targetsseventh (7th) year. For University Librarians and Associate University Librarians this Sustained Performance Evaluation shall be conducted the sixth (6th) year after appointment or promotion to the rank of University Librarian or Associate University Librarian and every sixth (6th) year thereafter. (3) It There are three tiers for the Sustained Performance Evaluation. The attainment of Distinguished (Tier One) shall reflect distinction that clearly exceeds the University and departmental tenure standards and expectations in place at the time of the evaluation for excellence in quantity, quality or both. The attainment of Satisfactory (Tier Two) shall satisfy the University and departmental tenure standards and expectations in place at the time of the evaluation for excellence in quantity, quality or both. An evaluation that is Unsatisfactory (Tier Three) reflects performance that does not satisfy the responsibility University and departmental tenure standards and expectations in place at the time of the evaluation for excellence in quantity, quality or both. A Tier Three Rating will require the faculty member to attain the performance targets specified enter into a formal Performance Improvement Plan. University Librarians and Associate University Librarians will be evaluated in the performance improvement plansame manner except that the University and departmental promotion standards and expectations in place at the time of the evaluation will apply. (4) A faculty member at the rank of Professor or University Librarian that receives a Tier One Distinguished rating on the Sustained Performance Evaluation shall receive a six thousand dollar ($6,000.00) increase in his or her base salary. If A faculty member in the plan identifies specific deadlines rank of Associate Professor or Associate University Librarian that receives a Tier One Distinguished rating on the Sustained Performance Evaluation shall receive a three thousand dollar ($3,000.00) increase in his or her base salary. A faculty member at the rank of Professor or University Librarian that receives a Tier Two Satisfactory rating on the Sustained Performance Evaluation shall receive a four thousand dollar ($4,000.00) increase in his or her base salary. A faculty member in the rank of Associate Professor or Associate University Librarian that receives a Tier Two Satisfactory rating on the Sustained Performance Evaluation shall receive a two thousand dollar ($2,000.00) increase in his or her base salary. An Unsatisfactory Sustained Performance Evaluation will re ▇ ▇ ▇ ▇ in no wage increase. (5) On an annual basis the ▇▇▇▇▇▇▇ will issue a memorandum identifying the faculty that will receive a Sustained Performance Evaluation for attaining performance targets the following academic year. The ▇▇▇▇▇▇▇'▇ Memorandum will describe the process and timeline for the submission of materials by the faculty member. (6) The materials to be submitted by the faculty member fails being evaluated will be the same as an application for tenure or in the case of a University Librarian or Associate University Librarian as an application for promotion. There shall be no internal or external letters of recommendation included in the submission. Evidence of sustained performance must be substantive and detailed with documentation. (7) The faculty member’s dossier for the Sustained Performance Evaluation shall be submitted to attain the targets by faculty member's Department Chair for review and a recommendation to the deadlines▇▇▇▇. The ▇▇▇▇ will ask the College Personnel Committee for a recommendation. The ▇▇▇▇ will make a separate review and recommendation to the ▇▇▇▇▇▇▇. The recommendations of the Chair, College Personnel Committee and ▇▇▇▇ will be submitted to the department/unit has ▇▇▇▇▇▇▇ who will conduct a separate review and make a final decision. (8) Authorized leaves of absence may, under the responsibility to take appropriate actionsprovisions of Article 19 (LEAVES), be credited toward the period of the six (6) year evaluation period or may suspend the running of the period at the election of the faculty member.

Sustained Performance Evaluations. Tenured faculty members shall receive a sustained performance evaluation once every seven years following the award of tenure, their most recent promotion, or the last decanal recommendation that they receive a Salary Performance Plan award. The purpose of this evaluation process is to document evaluate sustained performance during the previous six years of assigned duties. A faculty member who has received satisfactory annual evaluations during four or more of the previous six years, including one or more of the previous two (2) years, shall be rated satisfactory in the sustained performance evaluation. (a) Only tenured faculty and the chair may participate in the development of applicable procedures. Sustained performance evaluation procedures shall ensure involvement of peers at the department level in the evaluationlevel. (b) The procedures for the sustained performance evaluation shall be made available to department faculty and included in the department’s bylaws. (c) The documents contained in the faculty member’s the evaluation file shall be the sole basis for the sustained performance evaluation. (d) A faculty member may attach a concise response to the evaluation. (e) A performance improvement plan resulting from a Sustained Performance Evaluation shall be developed only for those faculty members whose performance is identified through the sustained performance evaluation as being consistently below satisfactory in one or more areas of assigned duties. (f) The performance improvement plan shall be developed by the faculty member in concert with his/her chair, chair and shall include specific performance targets and a reasonable time period for achieving the targets. If the faculty member and the chair are unable to reach agreement on a plan, the ▇▇▇▇ shall resolve the issues in dispute. (1) The Trustees With approval of the ▇▇▇▇, the University shall provide specific resources identified in an approved performance improvement plan. (2) The chair shall meet periodically with the faculty member to review progress toward meeting the performance targets. (3) It is the responsibility of the faculty member to attain the performance targets specified in the performance improvement plan. If the plan identifies specific deadlines for attaining performance targets and the faculty member fails to attain the targets by the deadlines, the department/unit has the responsibility to take appropriate actions.

Sustained Performance Evaluations. Tenured faculty members shall receive a sustained performance evaluation once every seven years following the award of tenure, their most recent promotion, or the last decanal recommendation that they receive a Salary Performance Plan award. The purpose of this evaluation process is to document evaluate sustained performance during the previous six years of assigned duties. A faculty member who has received satisfactory annual evaluations during four or more of the previous six years, including one or more of the previous two (2) years, shall be rated satisfactory in the sustained performance evaluation. (a) Only tenured faculty and the chair may participate in the development of applicable procedures. Sustained performance evaluation procedures shall ensure involvement of peers at the department level in the evaluation. (b) The procedures for the sustained performance evaluation shall be made available to department faculty and included in the department’s bylaws. (c) The documents contained in the faculty member’s the evaluation file shall be the sole basis for the sustained performance evaluation. (d) A faculty member may attach a concise response to the evaluation. (e) A performance improvement plan resulting from a Sustained Performance Evaluation shall be developed only for those faculty members whose performance is identified through the sustained performance evaluation as being consistently below satisfactory in one or more areas of assigned duties. (f) The performance improvement plan shall be developed by the faculty member in concert with his/her chair, chair and shall include specific performance targets and a reasonable time period for achieving the targets. If the faculty member and the chair are unable to reach agreement on a plan, the ▇▇▇▇ shall resolve the issues in dispute. (1) The Trustees With the approval of the ▇▇▇▇, the University shall provide specific resources identified in an approved performance improvement plan. (2) The chair shall meet periodically with the faculty member to review progress toward meeting the performance targets. (3) It is the responsibility of the faculty member to attain the performance targets specified in the performance improvement plan. If the plan identifies specific deadlines for attaining performance targets and the faculty member fails to attain the targets by the deadlines, the department/unit has the responsibility to take appropriate actions.

Sustained Performance Evaluations. Tenured faculty members shall receive a (1) The sustained performance evaluation once every seven years following the award of tenure, their most recent promotion, or the last decanal recommendation that they receive a Salary Performance Plan award. The purpose of this evaluation is to document sustained performance during the previous six years of assigned duties. A program will provide that: a. Only elected faculty member who has received satisfactory annual evaluations during four or more of the previous six years, including one or more of the previous two (2) years, shall be rated satisfactory in the sustained performance evaluation. (a) Only tenured faculty and the chair may participate in the development of applicable procedures. Sustained performance evaluation Such procedures shall will ensure involvement of both peers and administrators at the department level and higher levels in the evaluation and will ensure that a faculty member may attach a concise response to the evaluation.; (b) b. The University will provide for an appeals process to accommodate instances when the faculty member and the supervisor cannot agree upon the elements to be included in the performance improvement plan; and c. The proposed procedures for the sustained performance evaluation shall will be made available to department faculty members and included in to the department’s bylawsUFF for review prior to final approval. (c2) The Faculty annual evaluations, including the documents contained in the faculty member’s the evaluation file shall file, will be the sole basis for the sustained performance evaluation. (d) a. A faculty member may attach who received satisfactory annual evaluations during the previous six (6) years will not be rated below satisfactory in the sustained performance evaluation nor subject to a concise response performance improvement plan. For purposes of this section (11.3), where no overall rating exists for an annual evaluation, a majority of ratings at or above the midpoint of the scale will be considered as equivalent to an overall rating at or above the evaluationmidpoint of the scale. (e) b. A performance improvement plan resulting from a Sustained Performance Evaluation shall will be developed only for those faculty members whose performance is identified through the sustained performance evaluation as being consistently below satisfactory the midpoint of the scale in one or more areas of assigned duties. (f) c. The performance improvement plan shall will be developed by the faculty member member, in concert with his/his or her chairsupervisor, and shall will include specific performance targets and a reasonable time period for achieving the targets. If The performance improvement plan will be approved by the faculty member and the chair are unable to reach agreement on a plan, the ▇▇▇▇ shall resolve the issues in dispute. (1) The Trustees shall provide specific President or representative. Specific resources identified in an approved performance improvement plan. (2) plan will be provided by the University. The chair shall supervisor will meet periodically with the faculty member to review progress toward meeting the performance targets. (3) . It is the responsibility of the faculty member to attain the performance targets specified in the performance improvement plan. If the plan identifies specific deadlines for attaining performance targets and the faculty member fails to attain the targets by the deadlines, the department/unit has the responsibility to take appropriate actions.

Sustained Performance Evaluations. Tenured (1) Beginning in the 2015-2016 academic year and continuing thereafter, the University shall conduct Sustained Performance Evaluations (SPE) on tenured faculty members in the ranks of Professor and Associate Professor, those in the ranks of University Librarian and Associate University Librarian and the positions identified at Appendix L. The purpose of the Sustained Performance Evaluation is to assess the faculty member's sustained performance and professional growth as of the date of the evaluation. The expectations for sustained performance shall be aligned with the qualifications for tenure in place at the time of the evaluation. For faculty in the ranks of University Librarian or Associate University Librarian, the expectation shall be aligned with the qualifications for promotion in place at the time of the evaluation. (2) The Sustained Performance Evaluation shall be conducted in the tenured faculty member’s sixth (6th) year after receiving tenure and every sixth (6th) year thereafter and will evaluate the faculty member on his or her performance over the previous six (6) year period. Each faculty member may elect a one (1) year deferral once in his or her career at UWF. This would allow the sustained performance evaluation to be conducted in the seventh (7th) year. When a faculty member elects to utilize the one-time, one-year postponement of the SPE, the faculty member’s next, and all subsequent, SPEs will follow a six-year schedule from the one-year postponement. For University Librarians and Associate University Librarians this Sustained Performance Evaluation shall be conducted the sixth (6th) year after appointment or promotion to the rank of University Librarian or Associate University Librarian and every sixth (6th) year thereafter. (3) If a faculty member has entered into the D.R.O.P. program or Phased Retirement Program and has an SPE scheduled within year 4 or 5 of D.R.O.P. or Phased Retirement, the SPE will be optional and at the discretion of the faculty member. (4) There are three tiers for the Sustained Performance Evaluation. The attainment of Distinguished (Tier One) shall reflect distinction that clearly exceeds the University and departmental tenure standards and expectations in place at the time of the evaluation for excellence in quantity, quality or both. The attainment of Satisfactory (Tier Two) shall satisfy the University and departmental tenure standards and expectations in place at the time of the evaluation for excellence in quantity, quality or both. An evaluation that is Unsatisfactory (Tier Three) reflects performance that does not satisfy the University and departmental tenure standards and expectations in place at the time of the evaluation for excellence in quantity, quality or both. A Tier Three Rating will require the faculty member to enter into a formal Performance Improvement Plan. University Librarians and Associate University Librarians will be evaluated in the same manner except that the University and departmental promotion standards and expectations in place at the time of the evaluation willapply. (5) A faculty member at the rank of Professor or University Librarian that receives a Tier One Distinguished rating on the Sustained Performance Evaluation shall receive a sustained performance evaluation once every seven years following the award of tenure, their most recent promotion, six thousand dollar ($6,000.00) increase in his or the last decanal recommendation that they receive a Salary Performance Plan award. The purpose of this evaluation is to document sustained performance during the previous six years of assigned dutiesher base salary. A faculty member who has received satisfactory annual evaluations during in the rank of Associate Professor or Associate University Librarian that receives a Tier One Distinguished rating on the Sustained Performance Evaluation shall receive a three thousand dollar ($3,000.00) increase in his or her base salary. A faculty member at the rank of Professor or University Librarian that receives a Tier Two Satisfactory rating on the Sustained Performance Evaluation shall receive a four thousand dollar ($4,000.00) increase in his or more her base salary. A faculty member in the rank of Associate Professor or Associate University Librarian that receives a Tier Two Satisfactory rating on the Sustained Performance Evaluation shall receive a two thousand dollar ($2,000.00) increase in his or her base salary. An Unsatisfactory Sustained Performance Evaluation will result in no wage increase. (6) If a faculty member goes up for promotion and SPE simultaneously in the same academic year, and both the promotion and the SPE are successful, the amount of the previous six years, including one or more SPE tier salary increase will be at the rate of the previous two new rank. (27) yearsOn an annual basis the ▇▇▇▇▇▇▇ will issue a memorandum identifying the faculty that will receive a Sustained Performance Evaluation for the following academic year. The ▇▇▇▇▇▇▇'▇ Memorandum will describe the process and timeline for the submission of materials by the faculty member. (8) The materials to be submitted by the faculty member being evaluated will reflect the six years corresponding to the candidate’ s SPE and will be the same as an application for tenure or in the case of a University Librarian or Associate University Librarian as an application for promotion. However, there shall be rated satisfactory no internal or external letters of recommendation included in the submission. Evidence of sustained performance evaluationmust be substantive and detailed with documentation. (a) Only tenured The faculty member’s dossier for the Sustained Performance Evaluation shall be submitted to the faculty member's Department Chair for review. The Chair shall make a recommendation to the ▇▇▇▇ regarding whether tenure criteria were met. The ▇▇▇▇ will ask the College Personnel Committee for a recommendation regarding whether tenure criteria were met. Neither the Chair nor the College Personnel Committee will make a recommendation as to the tier rating. The language used by the Department Chair and the chair may participate College Personnel Committee in their respective evaluations will not be restricted as long as neither makes a tier rating. For the development purposes of applicable proceduresthis section, “making a tier rating” shall be understood as an evaluator’s use of the explicit terms, “Tier One.” “Tier Two,” or “Tier Three” in reference to the SPE. Sustained performance evaluation procedures The use of qualitative evaluative language by the Chair or College Personnel Committee outside of the terms, “Tier One,” “Tier Two,” or “Tier Three,” shall ensure involvement of peers at the department level in the evaluation.not (b) The procedures for ▇▇▇▇ will make a separate review and recommendation to the sustained performance evaluation shall ▇▇▇▇▇▇▇. The ▇▇▇▇’▇ recommendation will include a tier rating in accordance with paragraph (4) of this article. The recommendations of the Chair, College Personnel Committee and ▇▇▇▇ will be made available submitted to department faculty the ▇▇▇▇▇▇▇ who will conduct a separate review and included in make a final decision regarding whether the department’s bylawstenure criteria were met and the tier rating. (c10) The documents contained in Authorized leaves of absence may, under the provisions of Article 19 (LEAVES), be credited toward the period of the six (6) year evaluation period or may suspend the running of the period at the election of the faculty member’s the evaluation file shall be the sole basis for the sustained performance evaluation. (d11) A faculty member may attach a concise response to the evaluation. (e) A performance improvement plan resulting from Faculty receiving "Unsatisfactory "ratings on a Sustained Performance Evaluation shall be developed only for those faculty members whose performance is identified through the sustained performance evaluation as being consistently below satisfactory in one or more areas of assigned duties. (f) will enter into a Performance Improvement Plan. The performance improvement plan shall Performance Improvement Plan will be developed by the faculty member Chair in concert with his/her chairthe ▇▇▇▇ within thirty (30) days of the date of the evaluation. The faculty member will be provided with an opportunity to provide input into the Performance Improvement Plan. The Performance Improvement Plan shall outline each of the areas needing attention and improvement so that the Faculty member shall meet the tenure standards (or promotion standards for Librarians and Associate Librarians) in place at the time of the evaluation, and upon successful completion of the Performance Improvement Plan. The Performance Improvement Plan shall include provide specific performance targets and a reasonable time period for achieving the targets. If the faculty member and the chair are unable to reach agreement on a plan, The Performance Improvement Plan must be approved by the ▇▇▇▇ shall resolve the issues in dispute. (1) ▇▇▇▇. The Trustees shall provide specific resources identified in an approved performance improvement plan. (2) The chair shall Chair will meet periodically regularly with the faculty member to review progress toward meeting the performance targets. (3) It . However, it is the responsibility of the faculty member to attain the performance targets specified in the performance improvement planplan within the specified time frame and demonstrate competency in his or her position. If Upon successful completion of a Performance Improvement Plan within two (2) years of receipt of the plan identifies specific deadlines for attaining performance targets and unsatisfactory Sustained Performance Evaluation, the faculty member fails will receive a salary increase in the amount of corresponding “Tier II” increase. The faculty member’s next SPE will follow a new six-year schedule beginning with the academic year following the academic year of completion of the Performance Improvement Plan. Only the faculty members identified on the initial roll-out agreement (years 2015-2021) will be eligible to attain receive the targets by “Tier II” increase upon the deadlines, successful completion of the department/unit has the responsibility to take appropriate actionsperformance improvement plan as described above.

Sustained Performance Evaluations. Tenured faculty members shall receive a sustained performance evaluation once every seven (7) years following the award of tenure, tenure or their most recent promotion, or the last decanal recommendation that they receive a Salary Performance Plan award. The purpose of this evaluation process is to document evaluate sustained performance during the previous six (6) years of assigned duties. A faculty member who has received satisfactory annual evaluations during four (4) or more of the previous six (6) years, including one (1) or more of the previous two (2) years, shall be rated satisfactory in the sustained performance evaluation. (a) Only tenured faculty and the chair may participate in the development of applicable procedures. Sustained performance evaluation procedures shall ensure involvement of peers at the department level in the evaluationlevel. (b) The procedures for the sustained performance evaluation shall be made available to department faculty and included in the department’s bylaws. (c) The documents contained in the faculty member’s the evaluation file shall be the sole basis for the sustained performance evaluation. (d) A faculty member may attach a concise response to the evaluation. (e) A performance improvement plan resulting from a Sustained Performance Evaluation shall be developed only for those faculty members whose performance is identified through the sustained performance evaluation as being consistently below satisfactory unsatisfactory in one (1) or more areas of assigned duties. (f) The faculty member and their chair shall work in concert to set expectations and develop strategies for the performance improvement plan. The plan shall be developed by the faculty member in concert with his/her chair, and shall include specific performance targets and a reasonable time period for achieving the targets. If the faculty member and the chair are unable to reach agreement on a plan, the ▇▇▇▇ shall resolve the issues in dispute. (1) The Trustees With approval of the ▇▇▇▇, the University shall provide specific resources identified in an approved performance improvement plan. (2) The chair shall meet periodically with the faculty member to review progress toward meeting the performance targets. (3) It is the responsibility of the faculty member to attain the performance 1780 1781 1782 1783 1784 1785 1786 1787 1788 1789 1790 1791 1792 1793 1794 1795 1796 1797 1798 1799 1800 1801 1802 1803 1804 1805 1806 1807 1808 1809 1810 1811 1812 1813 1814 1815 1816 1817 1818 1819 1820 1821 1822 1823 targets specified in the performance improvement plan. If the plan identifies specific deadlines for attaining performance targets and the faculty member fails to attain the targets by the deadlines, the department/unit has the responsibility to take appropriate actions.

Sustained Performance Evaluations. Tenured (1) Beginning in the 2015-2016 academic year and continuing thereafter, the University shall conduct Sustained Performance Evaluations (SPE) on tenured faculty members in the ranks of Professor and Associate Professor, those in the ranks of University Librarian and Associate University Librarian and the positions identified at Appendix L. The purpose of the Sustained Performance Evaluation is to assess the faculty member's sustained performance and professional growth as of the date of the evaluation. The expectations for sustained performance shall be aligned with the qualifications for tenure in place at the time of the evaluation. For faculty in the ranks of University Librarian or Associate University Librarian, the expectation shall be aligned with the qualifications for promotion in place at the time of the evaluation. (2) The Sustained Performance Evaluation shall be conducted in the tenured faculty member’s sixth (6th) year after receiving tenure and every sixth (6th) year thereafter and will evaluate the faculty member on his or her performance over the previous six (6) year period. Each faculty member may elect a one (1) year deferral once in his or her career at UWF. This would allow the sustained performance evaluation to be conducted in the seventh (7th) year. When a faculty member elects to utilize the one-time, one-year postponement of the SPE, the faculty member’s next, and all subsequent, SPEs will follow a six-year schedule from the one-year postponement. For University Librarians and Associate University Librarians this Sustained Performance Evaluation shall be conducted the sixth (6th) year after appointment or promotion to the rank of University Librarian or Associate University Librarian and every sixth (6th) year thereafter. (3) If a faculty member has entered into the D.R.O.P. program or Phased Retirement Program and has an SPE scheduled within year 4 or 5 of D.R.O.P. or Phased Retirement, the SPE will be optional and at the discretion of the faculty member. (4) There are three tiers for the Sustained Performance Evaluation. The attainment of Distinguished (Tier One) shall reflect distinction that clearly exceeds the University and departmental tenure standards and expectations in place at the time of the evaluation for excellence in quantity, quality or both. The attainment of Satisfactory (Tier Two) shall satisfy the University and departmental tenure standards and expectations in place at the time of the evaluation for excellence in quantity, quality or both. An evaluation that is Unsatisfactory (Tier Three) reflects performance that does not satisfy the University and departmental tenure standards and expectations in place at the time of the evaluation for excellence in quantity, quality or both. A Tier Three Rating will require the faculty member to enter into a formal Performance Improvement Plan. University Librarians and Associate University Librarians will be evaluated in the same manner except that the University and departmental promotion standards and expectations in place at the time of the evaluation will apply. (5) A faculty member at the rank of Professor or University Librarian that receives a Tier One Distinguished rating on the Sustained Performance Evaluation shall receive a sustained performance evaluation once every seven years following the award of tenure, their most recent promotion, six thousand dollar ($6,000.00) increase in his or the last decanal recommendation that they receive a Salary Performance Plan award. The purpose of this evaluation is to document sustained performance during the previous six years of assigned dutiesher base salary. A faculty member who has received satisfactory annual evaluations during in the rank of Associate Professor or Associate University Librarian that receives a Tier One Distinguished rating on the Sustained Performance Evaluation shall receive a three thousand dollar ($3,000.00) increase in his or her base salary. A faculty member at the rank of Professor or University Librarian that receives a Tier Two Satisfactory rating on the Sustained Performance Evaluation shall receive a four thousand dollar ($4,000.00) increase in his or more her base salary. A faculty member in the rank of Associate Professor or Associate University Librarian that receives a Tier Two Satisfactory rating on the Sustained Performance Evaluation shall receive a two thousand dollar ($2,000.00) increase in his or her base salary. An Unsatisfactory Sustained Performance Evaluation will r es ult in no wage increase. (6) If a faculty member goes up for promotion and SPE simultaneously in the same academic year, and both the promotion and the SPE are successful, the amount of the previous six years, including one or more SPE tier salary increase will be at the rate of the previous two new rank. (27) yearsOn an annual basis the ▇▇▇▇▇▇▇ will issue a memorandum identifying the faculty that will receive a Sustained Performance Evaluation for the following academic year. The ▇▇▇▇▇▇▇'▇ Memorandum will describe the process and timeline for the submission of materials by the faculty member. (8) The materials to be submitted by the faculty member being evaluated will reflect the six years corresponding to the candidate’ s SPE and will be the same as an application for tenure or in the case of a University Librarian or Associate University Librarian as an application for promotion. However, there shall be rated satisfactory no internal or external letters of recommendation included in the submission. Evidence of sustained performance evaluationmust be substantive and detailed with documentation. (a) Only tenured The faculty member’s dossier for the Sustained Performance Evaluation shall be submitted to the faculty member's Department Chair for review. The Chair shall make a recommendation to the ▇▇▇▇ regarding whether tenure criteria were met. The ▇▇▇▇ will ask the College Personnel Committee for a recommendation regarding whether tenure criteria were met. Neither the Chair nor the College Personnel Committee will make a recommendation as to the tier rating. The language used by the Department Chair and the chair may participate College Personnel Committee in their respective evaluations will not be restricted as long as neither makes a tier rating. For the development purposes of applicable proceduresthis section, “making a tier rating” shall be understood as an evaluator’s use of the explicit terms, “Tier One.” “Tier Two,” or “Tier Three” in reference to the SPE. Sustained performance evaluation procedures The use of qualitative evaluative language by the Chair or College Personnel Committee outside of the terms, “Tier One,” “Tier Two,” or “Tier Three,” shall ensure involvement not constitute an implicit or explicit recommendation of peers at the department level in the evaluationtier rating. (b) The procedures for ▇▇▇▇ will make a separate review and recommendation to the sustained performance evaluation shall ▇▇▇▇▇▇▇. The ▇▇▇▇’▇ recommendation will include a tier rating in accordance with paragraph (4) of this article. The recommendations of the Chair, College Personnel Committee and ▇▇▇▇ will be made available submitted to department faculty the ▇▇▇▇▇▇▇ who will conduct a separate review and included in make a final decision regarding whether the department’s bylawstenure criteria were met and the tier rating. (c10) The documents contained in Authorized leaves of absence may, under the provisions of Article 19 (LEAVES), be credited toward the period of the six (6) year evaluation period or may suspend the running of the period at the election of the faculty member’s the evaluation file shall be the sole basis for the sustained performance evaluation. (d11) A faculty member may attach a concise response to the evaluation. (e) A performance improvement plan resulting from Faculty receiving "Unsatisfactory "ratings on a Sustained Performance Evaluation shall be developed only for those faculty members whose performance is identified through the sustained performance evaluation as being consistently below satisfactory in one or more areas of assigned duties. (f) will enter into a Performance Improvement Plan. The performance improvement plan shall Performance Improvement Plan will be developed by the faculty member Chair in concert with his/her chairthe ▇▇▇▇ within thirty (30) days of the date of the evaluation. The faculty member will be provided with an opportunity to provide input into the Performance Improvement Plan. The Performance Improvement Plan shall outline each of the areas needing attention and improvement so that the Faculty member shall meet the tenure standards (or promotion standards for Librarians and Associate Librarians) in place at the time of the evaluation, and upon successful completion of the Performance Improvement Plan. The Performance Improvement Plan shall include provide specific performance targets and a reasonable time period for achieving the targets. If the faculty member and the chair are unable to reach agreement on a plan, The Performance Improvement Plan must be approved by the ▇▇▇▇ shall resolve the issues in dispute. (1) ▇▇▇▇. The Trustees shall provide specific resources identified in an approved performance improvement plan. (2) The chair shall Chair will meet periodically regularly with the faculty member to review progress toward meeting the performance targets. (3) It . However, it is the responsibility of the faculty member to attain the performance targets specified in the performance improvement planplan within the specified time frame and demonstrate competency in his or her position. If Upon successful completion of a Performance Improvement Plan within two (2) years of receipt of the plan identifies specific deadlines for attaining performance targets and unsatisfactory Sustained Performance Evaluation, the faculty member fails will receive a salary increase in the amount of corresponding “Tier II” increase. The faculty member’s next SPE will follow a new six-year schedule beginning with the academic year following the academic year of completion of the Performance Improvement Plan. Only the faculty members identified on the initial roll-out agreement (years 2015-2021) will be eligible to attain receive the targets by “Tier II” increase upon the deadlines, successful completion of the department/unit has the responsibility to take appropriate actionsperformance improvement plan as described above.

Sustained Performance Evaluations. Tenured (1) Beginning in the 2015-2016 academic year and continuing thereafter, the University shall conduct Sustained Performance Evaluations (SPE)on tenured faculty members in the ranks of Professor and Associate Professor, those in the ranks of University Librarian and Associate University Librarian and the positions identified at Appendix L. The purpose of the Sustained Performance Evaluation is to assess the faculty member's sustained performance and professional growth as of the date of the evaluation. The expectations for sustained performance shall be aligned with the qualifications for tenure in place at the time of the evaluation. For faculty in the ranks of University Librarian or Associate University Librarian, the expectation shall be aligned with the qualifications for promotion in place at the time of the evaluation. (2) The Sustained Performance Evaluation shall be conducted in the tenured faculty member’s sixth (6th) year after receiving tenure and every sixth (6th) year thereafter and will evaluate the faculty member on his or her performance over the previous six (6) year period. Each faculty member may elect a one (1) year deferral once in his or her career at UWF. This would allow the sustained performance evaluation to be conducted in the seventh (7th) year. When a faculty member elects to utilize the one-time, one-year postponement of the SPE, the faculty member’s next, and all subsequent, SPEs will follow a six-year schedule from the one-year postponement. For University Librarians and Associate University Librarians this Sustained Performance Evaluation shall be conducted the sixth (6th) year after appointment or promotion to the rank of University Librarian or Associate University Librarian and every sixth (6th) year thereafter. (3) If a faculty member has entered into the D.R.O.P. program or Phased Retirement Program and has an SPE scheduled within year 4 or 5 of D.R.O.P. or Phased Retirement, the SPE will be optional and at the discretion of the facultymember. (4) There are three tiers for the Sustained Performance Evaluation. The attainment of Distinguished (Tier One) shall reflect distinction that clearly exceeds the University and departmental tenure standards and expectations in place at the time of the evaluation for excellence in quantity, quality or both. The attainment of Satisfactory (Tier Two) shall satisfy the University and departmental tenure standards and expectations in place at the time of the evaluation for excellence in quantity, quality or both. An evaluation that is Unsatisfactory (Tier Three) reflects performance that does not satisfy the University and departmental tenure standards and expectations in place at the time of the evaluation for excellence in quantity, quality or both. A Tier Three Rating will require the faculty member to enter into a formal Performance Improvement Plan. University Librarians and Associate University Librarians will be evaluated in the same manner except that the University and departmental promotion standards and expectations in place at the time of the evaluation willapply. (5) A faculty member at the rank of Professor or University Librarian that receives a Tier One Distinguished rating on the Sustained Performance Evaluation shall receive a sustained performance evaluation once every seven years following the award of tenure, their most recent promotion, six thousand dollar ($6,000.00) increase in his or the last decanal recommendation that they receive a Salary Performance Plan award. The purpose of this evaluation is to document sustained performance during the previous six years of assigned dutiesher base salary. A faculty member who has received satisfactory annual evaluations during in the rank of Associate Professor or Associate University Librarian that receives a Tier One Distinguished rating on the Sustained Performance Evaluation shall receive a three thousand dollar ($3,000.00) increase in his or her base salary. A faculty member at the rank of Professor or University Librarian that receives a Tier Two Satisfactory rating on the Sustained Performance Evaluation shall receive a four thousand dollar ($4,000.00) increase in his or more her base salary. A faculty member in the rank of Associate Professor or Associate University Librarian that receives a Tier Two Satisfactory rating on the Sustained Performance Evaluation shall receive a two thousand dollar ($2,000.00) increase in his or her base salary. An Unsatisfactory Sustained Performance Evaluation will result in no wage increase. (6) If a faculty member goes up for promotion and SPE simultaneously in the same academic year, and both the promotion and the SPE are successful, the amount of the previous six years, including one or more SPE tier salary increase will be at the rate of the previous two new rank. (27) yearsOn an annual basis the ▇▇▇▇▇▇▇ will issue a memorandum identifying the faculty that will receive a Sustained Performance Evaluation for the following academic year. The ▇▇▇▇▇▇▇'▇ Memorandum will describe the process and timeline for the submission of materials by the faculty member. (8) The materials to be submitted by the faculty member being evaluated will reflect the six years corresponding to the candidate’ s SPE and will be the same as an application for tenure or in the case of a University Librarian or Associate University Librarian as an application for promotion. However, there shall be rated satisfactory no internal or external letters of recommendation included in the submission. Evidence of sustained performance evaluationmust be substantive and detailed with documentation. (a) Only tenured The faculty member’s dossier for the Sustained Performance Evaluation shall be submitted to the faculty member's Department Chair for review. The Chair shall make a recommendation to the ▇▇▇▇ regarding whether tenure criteria were met. The ▇▇▇▇ will ask the College Personnel Committee for a recommendation regarding whether tenure criteria were met. Neither the Chair nor the College Personnel Committee will make a recommendation as to the tier rating. The language used by the Department Chair and the chair may participate College Personnel Committee in their respective evaluations will not be restricted as long as neither makes a tier rating. For the development purposes of applicable proceduresthis section, “making a tier rating” shall be understood as an evaluator’s use of the explicit terms, “Tier One.” “Tier Two,” or “Tier Three” in reference to the SPE. Sustained performance evaluation procedures The use of qualitative evaluative language by the Chair or College Personnel Committee outside of the terms, “Tier One,” “Tier Two,” or “Tier Three,” shall ensure involvement of peers at the department level in the evaluation.not (b) The procedures for ▇▇▇▇ will make a separate review and recommendation to the sustained performance evaluation shall ▇▇▇▇▇▇▇. The ▇▇▇▇’▇ recommendation will include a tier rating in accordance with paragraph (4) of this article. The recommendations of the Chair, College Personnel Committee and ▇▇▇▇ will be made available submitted to department faculty the ▇▇▇▇▇▇▇ who will conduct a separate review and included in make a final decision regarding whether the department’s bylawstenure criteria were met and the tier rating. (c10) The documents contained in Authorized leaves of absence may, under the provisions of Article 19 (LEAVES), be credited toward the period of the six (6) year evaluation period or may suspend the running of the period at the election of the faculty member’s the evaluation file shall be the sole basis for the sustained performance evaluation. (d11) A faculty member may attach a concise response to the evaluation. (e) A performance improvement plan resulting from Faculty receiving "Unsatisfactory "ratings on a Sustained Performance Evaluation shall be developed only for those faculty members whose performance is identified through the sustained performance evaluation as being consistently below satisfactory in one or more areas of assigned duties. (f) will enter into a Performance Improvement Plan. The performance improvement plan shall Performance Improvement Plan will be developed by the faculty member Chair in concert with his/her chairthe ▇▇▇▇ within thirty (30) days of the date of the evaluation. The faculty member will be provided with an opportunity to provide input into the Performance Improvement Plan. The Performance Improvement Plan shall outline each of the areas needing attention and improvement so that the Faculty member shall meet the tenure standards (or promotion standards for Librarians and Associate Librarians) in place at the time of the evaluation, and upon successful completion of the Performance Improvement Plan. The Performance Improvement Plan shall include provide specific performance targets and a reasonable time period for achieving the targets. If the faculty member and the chair are unable to reach agreement on a plan, The Performance Improvement Plan must be approved by the ▇▇▇▇ shall resolve the issues in dispute. (1) ▇▇▇▇. The Trustees shall provide specific resources identified in an approved performance improvement plan. (2) The chair shall Chair will meet periodically regularly with the faculty member to review progress toward meeting the performance targets. (3) It . However, it is the responsibility of the faculty member to attain the performance targets specified in the performance improvement planplan within the specified time frame and demonstrate competency in his or her position. If Upon successful completion of a Performance Improvement Plan within two (2) years of receipt of the plan identifies specific deadlines for attaining performance targets and unsatisfactory Sustained Performance Evaluation, the faculty member fails will receive a salary increase in the amount of corresponding “Tier II” increase. The faculty member’s next SPE will follow a new six-year schedule beginning with the academic year following the academic year of completion of the Performance Improvement Plan. Only the faculty members identified on the initial roll-out agreement (years 2015-2021) will be eligible to attain receive the targets by “Tier II” increase upon the deadlines, successful completion of the department/unit has the responsibility to take appropriate actionsperformance improvement plan as described above.