How to Develop a Fair and Valid Comprehensive Faculty Evaluation System.
The purpose of this article is to describe the step-by-step procedure that an academic
chairman, dean, or vice president can follow for developing a comprehensive faculty evaluation
program that meets the unique and specific needs of their department, college or institution.
This article addresses the issues of peer and student ratings, the use of multiple sources of
information, when and how to develop appropriate questionnaires, summarizing the data, and
using the information for promotion, tenure, and merit pay decisions as well as feedback for
faculty development and improvement.
Every year academic administrators must evaluate faculty performance for the purpose of making retention, promotion, tenure, and merit pay decisions. Inevitably questions of objectivity, reliability, and validity arise during the processes involved in making these decisions.
This article describes the procedure for an academic administrator or faculty committee member charged with designing and implementing a faculty evaluation system, to follow in developing a comprehensive, integrated, organized system for evaluating faculty. The steps described herein will result in the development of a customized faculty evaluation system which meets the specific needs and characteristics of the individual division, department, college or other academic unit.
The model for developing a comprehensive faculty evaluation system described herein has been successfully used by many colleges and institutions to create a system that works best for that individual college or institution. No two colleges or institutions using this approach may necessarily come up with the same system – although similarities will exist, of course, at least to the extent that the assumptions implicit in the model are accepted.
Psychol Cogn Sci Open J. 2015; 1(2): 54-56. doi: 10.17140/PCSOJ-1-108