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   Target: The unit's systematic and comprehensive evaluation system includes regular and comprehensive reviews of the professional education faculty's teaching, scholarship, service, collaboration with the professional community, and leadership in the institution and profession.

   EMU's evaluation processes for faculty members vary with the classification of the faculty member.  Part-time faculty members (adjuncts) are evaluated by the relevant Department Head using criteria that are specific to the department.  Since EMU has no expectation of part-time faculty members other than teaching, the evaluation is limited to teaching performance.

   Lecturers are full-time faculty members not on the tenure track.  Evaluation processes and criteria for lecturers are set forth in the Collective Bargaining Agreement by and Between Eastern Michigan University and The Eastern Michigan University Federation of Teachers (EMU-FT) ("Lecturer's Contract").  See Exhibit 6.13, Article XV, marginal paragraphs 177-187.  In general, EMU does not have an expectation of lecturers other than teaching.  The Lecturer's Contract provides that "where applicable, Employees (i.e., Lecturers) shall be evaluated in accordance with the criteria, standards, and forms for the assessment of Instructional Effectiveness as set forth in the Department Evaluation Document of their home departments."

   Tenure-track faculty members at EMU are evaluated under criteria and processes defined in the Agreement Between Eastern Michigan University and Eastern Michigan University American Association of University Professors ("AAUP Contract").  See Exhibit 6.12, Article XV, marginal paragraphs 477-662.  In addition, under Article XV.A.1, each department must have a "Departmental Evaluation Document" (DED) which further defines "procedures, techniques, and criteria" related to the discipline(s) taught in the department.  DED requirements may not be less than those contained in the AAUP Contract, but they may be higher. The DED for each of the departments in the College of Education may be found by clicking here, then scrolling to the bottom of the screen.

   The criteria set forth in the AAUP Contract fall into three broad categories: (a) Instructional Effectiveness, (b) Scholarly and/or Creative Activity, and ( c) Service.  Instructional Effectiveness must be assessed through at least each of peer evaluations, Department Head evaluations, student evaluations, and self evaluation.  Scholarly and/or Creative Activity includes traditional forms of scholarship but other activities may be permitted under the DED as well.  Although other forms of Service may be included in a DED as well, the AAUP Contract recognizes "University and college-wide committees" and "professionally related community affairs."

   The AAUP Contract (Exhibit 6.12) provides, at marginal paragraph 544, a schedule of evaluations for faculty members at different ranks (for faculty members hired in recent times).  For a beginning assistant professor, the most common situation, there is an "Initial Interim" evaluation (covering Instructional Effectiveness and Service) in both Year 1 and Year 2.  There is a "Full" evaluation (covering all three major areas) in Year 3.  There is a Comprehensive Interim evaluation in Year 4 and a Tenure Evaluation in Year 5.  Tenured faculty members are evaluated every four years.

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