Policy Manual



Annual Evaluation of Faculty

Policy #:


Authorized by:

Associate Dean for Academic Affairs 10/31/07

Approved by:

Regional Campus Dean 10/31/07

As an academic unit of the University of South Carolina System, the Sumter Campus is committed to a policy of conducting an annual evaluation of all faculty. Approved by the Board of Trustees and accepted by the Budget and Control Board as meeting its minimum standards (April 8, 1980), the policy governing this evaluation shall include the following points and be conducted in the following manner:

  1. Each member of the faculty will receive an annual written evaluation of his/her performance from his/her administrative chair. The initial basis of this evaluation will be the USC Sumter Annual Activities Form which will be completed and submitted by the faculty member by the specified date during the Spring Semester. All full-time teaching faculty, with the exception of the Dean and the Associate Dean for Academic Affairs, also may receive an annual assessment of their performance from a Peer Review Committee. Faculty may opt not to participate in Peer Review, but (excepting tenured full professors) must formally notify the Faculty Peer Review Committee and the appropriate Division Chair of their decision, and must acknowledge in writing their understanding that promotion and tenure applications require peer review assessments for at least three separate years. This acknowledgement includes an assumption of personal responsibility if the lack of peer review assessments for one or more applicable years is at issue in any future promotion or tenure decision.

  2. The following performance factors, which also are criteria for tenure and promotion, are to be used in the evaluation:

    1. Teaching Effectiveness

    2. Scholarship

    3. Service

  3. Each faculty member will meet with the administrative chair of his/her unit to discuss the evaluation, including the Peer Review assessment, where applicable.

  4. The Associate Dean for Academic Affairs will meet with the Division Chairs to assure some level of consistency in evaluation.

  5. The faculty member will sign the evaluation, indicating that he/she has read the document. This act does not imply agreement with the evaluation on the part of the faculty member.

  6. The faculty member may respond in writing to the evaluation, and that response will be retained with the written evaluation.

  7. The evaluation, as well as any written response by the faculty member, shall become a permanent part of the faculty member's file and a copy of the evaluation will be given to the faculty member.