Faculty Review System, Use of

The annual Faculty Review will include written assessments in each of the following four major categories, teaching effectiveness, academic achievement/professional development, service to the institution, and public service. Each review shall be based on a calendar year's performance.

Faculty members shall receive merit salary increases primarily based upon their performance as evaluated in the most recently completed annual Faculty Review. These increases are determined by department chairpersons in consultation with the dean and shall be based on performance criteria, emphasizing teacher effectiveness.

For the purposes of retention, tenure and promotion, the cumulative Faculty Reviews on the faculty member shall be considered. Recommendations are based upon the following minimum standards,

• RETENTION. In order to be recommended for retention as a faculty member at Georgia College & State University, the faculty member's annual review must contain a minimum "fully acceptable" rating in teaching effectiveness and a minimum "fully acceptable" rating in at least one other area. It is expected that the department chairperson will counsel the faculty member who is retained in any area in which there is a less than a "fully acceptable" rating.
• TENURE. Whenever a faculty member is to be recommended for tenure, in addition to Regents' time and service regulations, he/she must receive at least one "commendable" rating as well as a minimum rating of "fully acceptable" in teaching effectiveness. No one can be recommended for tenure who has an "unsatisfactory" or "needs improvement' rating in any area during the year in which they are recommended. .
• PROMOTION. "Commendable" achievement in all areas need not be demanded, but should be expected in at least two, including a "fully acceptable" rating in teaching effectiveness. No one can be recommended for promotion who has an "unsatisfactory" or "needs improvement" rating in any area during the year in which they are recommended.

(These are minimum standards for eligibility. No one is guaranteed salary increases, retention, tenure, or promotion as a result of good performance ratings. Other considerations, such as enrollment, financial exigency, and program change, are also factors used in making these decisions.)

The Department Chair/School Director Evaluation of Faculty Performance and Common Likert Form can be found on MyGCSU under Academic Affairs--> Evaluative Forms.

Updated September 25, 2023