Steps in the FES Process

In this Section

  1. Set Advancement and Annual Performance Goals
  2. Update Activities and Review Data
  3. Upload End-of-Year Reports and Reflect on Performance
  4. Meet with Chair to Discuss Performance and Set Next Year’s Goals

1. Set Advancement and Annual Performance Goals

Setting Advancement Goals
At the beginning of a contract cycle, faculty should set extended contract and/or rank promotion goals they wish to attain. Advancement goals must be approved by the supervisor and dean at least 3 years in advance of the desired outcome. In addition to meeting professional experience, advanced degree, and longevity requirements, each advancement goal also has minimum scores and benchmarks in all 3 primary roles (educator-mentor, scholar-practitioner, and servant-leader) that the faculty member must obtain. Additionally, faculty must successfully demonstrate their competence in the area of faith integration before receiving an extended contract or rank promotion decision. It is the faculty member’s responsibility to ensure that all extended contract and rank promotion prerequisites have been met. See the University Requirements for Extended Contract and Promotion (PDF) for a summary of advancement criteria. Refer also to Section 8 of the Faculty Handbook 2014–15 (PDF).

Setting Annual Performance Goals
After advancement goals have been set, faculty engage in an annual process of setting performance goals that will enable them to achieve the extended contract or rank promotion they desire. At least one goal must be set in each of the 3 primary roles (educator-mentor, scholar-practitioner, and servant-leader), and goals are strongly encouraged in the areas of faith integration and professional development.

When setting goals, faculty members should incorporate any benchmarks that must be met for the advancement they are seeking. For example, all advancement goals have a minimum average Teaching Effectiveness Score (TES) that must be obtained, so it would be wise to set a goal that identifies that minimum benchmark (e.g., average TES of 50 or higher). In some cases, departments will have higher goals than university minimums, but departments may not set goals below those set at the university level.

Other goals may be set as a reflection of department expectations (e.g., contribute a chapter to program review) or personal aspirations (e.g., publish a book). In all cases, goals should be SMART (specific, measurable, achievable, realistically tied to job description, and time-delineated). A goal may cross multiple years, but annual conversations will occur to ensure that faculty are making appropriate progress toward goal attainment.

While faculty may have personal and professional aspirations, department chairs and deans may also have expectations for faculty and may choose to identify additional goals that need to be met in order for a faculty member to advance.

Helpful Resources

Generating and Uploading a Goals and Expectations Report
Once faculty have entered their goals and reached consensus with their department chair (or supervisor), they generate a Goals and Expectations Report (see ActivityInsight Basic User Manual (PDF)) and upload the saved document into ActivityInsight at the link titled “Annual Supervisor Approval of Goals and Expectations Report.” Once the document is uploaded, chairs will record their approval of the goals in ActivityInsight. Having an approved Goals and Expectations Report ensures clear communication of expectations.

2. Update Activities and Review Data

Once annual goals have been set, faculty go about their normal work in teaching, research, and service. Faculty may choose to periodically enter completed activities (see ActivityInsight Basic User Manual (PDF)), particularly those related to their annual goals, into ActivityInsight. At minimum, faculty must enter their activities once a year, no later than May 31.

In the spring, the Office of Faculty Evaluation will upload data collected on behalf of each faculty member into ActivityInsight. These data include scores obtained from the student ratings of instruction (IDEA) or scores obtained from library faculty teaching. These data can be viewed at the links titled “Annual IDEA Scores” or “Annual Library Classroom Evaluation.” Additionally, the Office of Faculty Evaluation will facilitate the collection of peer collegiality survey data, which will be uploaded into Activity Insight by mid-May. Faculty can view their score at the link titled “Annual Servant Leader Scores.”

Helpful Resource

3. Upload End-of-Year Reports
and Reflect on Performance

In late May and June of each year, faculty will meet with their chair to discuss attainment of their goals and expectations. Prior to the meeting, faculty create and upload their Activity Report, their IDEA Scores Report (or Library Classroom Evaluation Report if library faculty), and enter their personal reflections on goal attainment in each of the 3 roles (educator-mentor, scholar-practitioner, servant-leader). The reports and reflection are recorded at the ActivityInsight link titled “Annual Reports and Faculty Reflection.” Details for how to generate and upload these reports can be found in the ActivityInsight Basic User Manual (PDF).

Helpful Resources

4. Meet with Chair to Discuss Performance
and Set Next Year’s Goals

Once faculty have uploaded their data reports and reflected on their goal attainment, they schedule a meeting with their chair to receive feedback on their performance. As part of this process, supervisors will review these reports, provide feedback on the faculty member’s progress on annual goals, and rate the faculty member’s effectiveness in each of the 3 roles. Supervisor ratings will be made available for viewing to the faculty member once they are submitted by the department chair in ActivityInsight.

In this annual meeting with the chair, faculty will also set new goals for the coming year. When agreement is reached on annual goals, faculty will then create and upload their Goals and Expectations Report to the link titled “Annual Supervisor Approval of Goals and Expectations” for chairs and deans to approve (see instructions at the end of Step 1).

Helpful Resources