9.2 Board of Regents Policy--FAC 6C-5.221

(1) The provisions of this rule are supplemented by the BOR/UFF Agreement.

(2) General Policy

(a) The basic purpose of the annual General Faculty evaluation is to assess performance in the functions of teaching, research, service, and any other duties that may be assigned, which result in the enhancement of learning, cultural advancement, and the production of new knowledge. This evaluation shall precede and be considered in recommendations and final decisions on tenure, promotion, salary, and retention.

(b) Applications of the criteria for evaluating General Faculty members shall not violate the General Faculty member's academic freedom or constitutional rights, nor shall a General Faculty member be punished for exercising such freedom or rights, either in the performance of university duties or duties outside the university. At the same time, a General Faculty member may reasonably be expected to show, both in performance of university duties and duties outside the university, an awareness that membership in the academic profession carries with it special responsibilities. Such responsibilities are indicated in the 1966 AAUP Statement on Professional Ethics, the following portion of which is hereby made a part of this rule:

(c) The Statement

1. The professor, guided by a deep conviction of the worth and dignity of the advancement of knowledge, recognizes the special responsibilities of the profession. The professor's primary responsibility to his/her subject is to seek and to state the truth as he/she sees it. To this end the professor devotes energies to developing and improving scholarly competence. The professor accepts the obligation to exercise critical self-discipline and judgment in using, extending and transmitting knowledge. The professor must never seriously hamper or compromise freedom of inquiry.

2. As an instructor, the professor encourages the free pursuit of learning in students. The professor holds before them the best scholarly standards of his/her discipline. The professor demonstrates respect for the student as an individual, and adheres to the proper role of intellectual guide and counselor. The professor makes every reasonable effort to foster honest academic conduct and to assure that the evaluation of students reflects their true merit. The professor respects the confidential nature of the relationship between professor and student. The professor avoids any exploitations of students for private advantage and acknowledges significant assistance from them. The professor protects their academic freedom.

3. As a colleague, the professor has obligations that derive from common membership in the community of scholars. The professor respects and defends the free inquiry of associates. In the exchange of criticism and ideas the professor shows due respect for the opinions of others. The professor acknowledges academic debts and strives to be objective in professional judgment of colleagues. The professor accepts his/her share of faculty responsibilities for the governance of the institution.

4. As a faculty member of a university, the professor seeks above all to be an effective instructor and scholar. Although the professor observes the stated regulations of the university, provided they do not contravene academic freedom, the professor maintains the right to criticize and seek revision. The professor determines the amount and character of his/her work performed outside the university (the amount of outside work is governed by Board of Regents policy) with due regard to his/her paramount university responsibilities. When considering the interruption of termination of employment, the professor recognizes the effect of this decision upon the program of the university and gives due notice of his/her intentions.

5. As a member of his/her community, the professor has the rights and obligations of any citizen. The professor measures the urgency of these obligations in light of responsibilities to his/her subject, to students, to the profession, and to the university. The professor, when speaking or acting as a private person, should avoid creating the impression that he/she speaks or acts for the college or university. As an individual engaged in a profession that depends upon freedom for its health and integrity, the professor has a particular obligation to promote conditions of free inquiry and to further public understanding of academic freedom.

(d) The criteria and procedures set forth in this rule pertain to the annual evaluation of General Faculty members. In cases of misconduct or incompetence of a General Faculty member, different proceedings should be undertaken pursuant to the BOR/UFF Agreement.

(3) Areas of Performance to Be Evaluated--The performance of each General Faculty member shall be evaluated at least annually in each of the areas appropriate to the terms of employment as described in the BOR/UFF Agreement.

(a) In evaluating teaching, the evaluation of its effectiveness shall be related to approved written objectives of each course which shall be given to each class at the beginning of each academic term.

(4) Sources and Methods of Evaluation

(a) All appropriate data and evaluations, qualitative and quantitative, shall be collected by the chairman of the department or other appropriate administrator.

(b) Evaluation of General Faculty member's performance shall include data from the following six sources where appropriate:

1. Chairman's Evaluation--The chairman of the department or the administrator of a comparable academic unit shall review and evaluate the Teaching, Research and Other Creative Activities, Service and Other University Duties of each member of that department during each academic year.

2. General Faculty Evaluation--Each university shall develop processes of evaluation by appropriate faculty of Teaching, Research and Other Creative Activities, Service, and Other University Duties when appropriate.

3. Student Evaluation--Students shall evaluate Teaching and, when appropriate, Other University Duties. The teaching effectiveness of each General Faculty member may be evaluated in writing by students currently or previously enrolled in his/her classes.

4. Self Evaluation--Each General Faculty member may provide an evaluation of each area of his/her own performance and submit the evaluation along with any appropriate substantiating evidence to the chairman of the department or other administrative unit.

5. Other University Officials--A General Faculty member may be evaluated for duties performed under the supervision of Deans, Directors, and Academic Vice Presidents, or any other university official who may supervise the General Faculty member's activities.

6. Public School Officials--A general Faculty member may be evaluated by public school officials for service to the public schools, if appropriate.

(5) Utilization of Evaluation

(a) The chair of each department or other administrative unit shall collect the evaluation data for each General Faculty member in the department, which data shall be placed in the General Faculty member's personnel file.

(b) Existing evaluations and the data in the General Faculty member's personnel file upon which evaluations are based shall be considered in recommendations and final decisions on tenure, promotion, salary, and retention.

(c) Information contained in documents in the personnel evaluation file that reflects evaluation of performance shall be confidential and shall not be disclosed except to the affected employee and to those whose duties require access to the file in accordance with the evaluation procedures of the university or the Board Office, or to the president or Chancellor or their designees in the discharge of official responsibilities, or upon order of a court of competent jurisdiction.