LAMAR UNIVERSITY
APPENDIX IV FOR FORM 2.08
INSTRUCTIONS AND COMMENTS

1. The evaluation period is the previous calendar year (January 1 – December 31).  In each section, the probationary faculty member and faculty in units which have not established approved performance standards for each Merit Reward Level category will list established goals and accomplishments for the evaluation period.  These accomplishments should be consistent with and contribute significantly to professional, departmental, and/or college goals.  The goals should come directly from Appendix I to Form F2.08, the current planning page (discussed in item #11 below).
2. Only Section I will be completed and submitted if you are in a non-tenure track position (e.g., some instructors, lecturer, adjunct, graduate teaching assistant, visiting faculty, clinical instructor).  Every person contracted to teach at any time during the evaluation period must complete Section I and be evaluated at the department level.  (Note: Departments may require submission of additional materials.)
3. A tenure track faculty member should use the guidelines for tenure and promotion developed by his/her department as well as those found in Forms F2.09 and F2.10 as supplemental instructions for completion of the F2.08 FACULTY ANNUAL REVIEW form.
4. Place your name, department, and college in the header so that it will appear on every page of the document.
5. Complete all appropriate demographic information on the first page.  The following are examples of activities and contributions to be included under each heading on the F2.08.

 Teaching and Instructional Activities. 

1. Faculty member's knowledge of his /her teaching field and ability to articulate this knowledge.
2. Significant contributions to the development of courses, curricula and other teaching activities.
3. Student Evaluations, Peer Evaluations or other external review of teaching.
4. Other [Note:  The result of course evaluation by students is only one factor considered in the evaluation of teaching.  While not a comprehensive list, other appropriate contributions upon which the annual evaluation may be based include:  documented course improvement and/or development; participation in assessment and learning improvement activities for the major or core curriculum; completion of professional development activities related to teaching; direction of undergraduate research/scholarship/creative activity projects, honors and master’s theses, and dissertations (publications and grants resulting from these activities should be included in Section II of the F2.08); effective advisement and mentoring of students; teaching of new courses; teaching at non-standard times (e.g., nights, weekends).  In addition, peer evaluation of classes and/or submission of a teaching portfolio that demonstrates the connections between course description, objectives, teaching content and learner activities are evaluation approaches that may be used by chairs and deans.]

Research, Publication, Scholarship and/or Creative Activities (indicate refereed items with an asterisk (*) and invited items with a pound sign (#) for both presentations and publications). 

1. Publications (include reprints).
2. Scholarly/professional works (e.g., production of shows, recitals, recordings, musical compositions, commissions, performances, demonstrations, lighting, and set or costume design).
3. Scholarly papers presented at professional meetings (include title, any co-presenters, event, location, dates).
   
   A.  invited lectures:
   B.  contributed presentations:                                                                             
        i. Off-campus:
        ii. On-campus:
4.  Service as a commentator, panelist, or discussant at professional meetings.
5. Maintenance of a current perspective in discipline through attendance at professional meetings, workshops, seminars, or credit courses, and completion of additional graduate work, degrees, or certificates.
6. Direction and leadership of extra-curricular seminars, workshops, demonstrations, or comparable creative activities (not related to regular classroom teaching).
7. List of funded research and scholarly activities by title, funding source, amount, and period of funding.
   
   A. Funded:
   B. Under Review:
   
   
8. List of non-funded research and scholarly activities.
9. Direction of theses, dissertations, and undergraduate research projects, as well as service on committees:
   
   A. Dissertations:
   B. Masters’ Theses:
   C. Honors Theses:
   D. Uundergraduate Research Projects:
   E. Graduate and Undergraduate (specify)Committees:
   
   
10. Other

Professional Service to the Discipline, University, and/or Community 

1. Recognition for achievement in discipline (e.g., honors, awards, medals, commendations from professional  academic organizations, educational institutions, governmental agencies  or private foundations).
2. Professional service, such as service as an officer in state, national, or international organization, or as chairperson of professional committees.
3. Community service, such as consultation in area of professional competence.
4. Other

1. Service on department, college and university councils and committees, to include Faculty Senate.
   
   A. Departmental Service:
   
   B. College Service:
   
   C. University Service:
   
   
2. Service as chair of department, college and university councils and committees, to include Faculty Senate.
3. Service as academic advisor and/or contributions during freshman orientation.
4. Sponsorship of academic organizations.
5. Assisting with administrative duties of department or college.
6. Other

6. Performance ratings are defined as: (Level 5) Exemplary Performance – Performance far exceeds the standards set by the department.  Faculty member has made superior contributions to the profession, to the university, to the college and to the basic mission of the department.  (Level 4) High Performance – Performance exceeds the standards set by the department.  Faculty member has made major contributions to the profession, to the university, to the college and to the basic mission of the department.  (Level 3) Adequate Performance – Performance meets the standards set by the department.  Faculty member contributes to the basic mission of the department.  (Level 2) Marginal Performance – Performance falls below the expectations and standards set by the department in one or more – but not all – mission categories.  Performance needs some improvement to be adequate.  (Level 1) Unsatisfactory Performance – Performance is unacceptable and requires immediate improvement.
7. The chair/coordinator will make appropriate comments and will mark an evaluation score for each section.  In Section IV, the chair/coordinator will provide a summary comment and calculate an overall composite score based upon workload agreements stated at the top of the page.
8. The completed form F2.08 must be submitted to the department chair/library coordinator by February 1.  The chair’s/coordinator’s evaluation must be completed and given to the faculty member by March 1.   By March 10, the completed form with all appropriate signatures must be submitted to the college dean.  All forms are due to the provost by April 15.  (Note:  If any of the dates above fall on a weekend or holiday, then the due date is the first subsequent working day.)
9. The chair is encouraged to provide constructive guidance towards improving the performance of the person being evaluated.  Indeed, comments should be comprehensive, specific, fair, and prescriptive.
10. Any appeals are to be indicated on the first page of the F2.08 and directed to the dean of the college/library.  In case of an appeal, the dean will review the content of the F2.08 and may confer with all reviewers.  The dean may also seek input from other faculty members.  The Faculty Handbook (Section 43.4) includes guidelines under which the faculty development plan must be set in motion as a part of post tenure review.
11. A FACULTY and CHAIR PLANNING PAGE (Appendix I to Form 2.08), through which goals for the current calendar are formulated, must be completed annually by no later than April 10th (and ideally during the performance evaluation conference) for all probationary faculty and faculty in units which do not have approved performance measures for each Merit Reward level category.  The department chair/library coordinator will provide each new probationary faculty member (and new tenured faculty in appropriate units) with a preliminary FACULTY and CHAIR PLANNING PAGE, to be completed within one month of the employment date.  Planning pages may be revised at any time during the evaluation period by simple agreement between the faculty member and chair.
12. The faculty member should submit electronically only the F2.08 section of this document (i.e., pages 2-6, Sections I - IV, no appendices).  The front page of the F2.08 contains all the signatures and should be submitted by hard copy.