If the School of Medicine Faculty Performance Evaluation Committee determines that the faculty member’s performance is unsatisfactory, then the committee must provide a clear statement of areas of deficiency to the faculty member and the departmental chairman. Subsequently, the faculty member and the department chair will develop, in writing, a plan for faculty development. This plan will be submitted for approval to the dean.
- Re-evaluation shall be performed 2 years after the approval of the faculty development plan using the same two stages of the evaluation process.
- If this re-evaluation is still unsatisfactory, appropriate action will be determined:
– By the dean, in conjunction with the faculty member and department chair, and
– Other appropriate administrative officials.
For individuals found to be performing unsatisfactorily, review to determine if good cause exists for termination under the current Regents’ Rules and Regulations may be considered. All proceedings for termination of tenured faculty on the basis of periodic performance evaluation shall be only for incompetency, neglect of duty or other good cause shown and must be conducted in accordance with the due process procedures of the Regents’ Rules and Regulations, Part One, Chapter III, Section 6 including an opportunity for referral of the matter to alternative dispute resolution. Such proceedings must also include a list of specific charges by the chief administrative officer and an opportunity for a hearing before a faculty tribunal. In all such cases, the burden of proof shall be on the institution, and the rights of a faculty member to due process and academic freedom shall be protected.