Annual Reviews (Academic Staff)
Article XX.C

Who receives an annual review: Non-tenured / Non-ESS academic staff on term appointments. Once an academic staff member obtains tenure or ESS, annual reviews cease.

 Purpose of annual reviews: The annual review process is intended to mentor ESS-track/tenure track academic staff and assess their progress toward ESS/ tenure or as preparation for contract non-ESS track academic staff. The annual review shall identifies areas of growth and strength and areas of concern.They should help the candidates better prepare for success in contract renewals and tenure. Contact the union immediately if these reviews are used for disciplinary purposes.

The Process: The Unit (College/School/Division) Academic Staff Tenure and Promotion Committee and the appropriate unit administrator (Chair, Dean, Director) conduct the review in a two-step process. First the T & P committee prepares its written review. Second the appropriate administrator can concur and / or add written comments.

If the unit contains more than 15 persons requiring annual written reviews, the appropriate unit administrator may select a designee to conduct some of these discussions.

The unit administrator is then required to discuss the review with the bargaining-unit member. At the option of the appropriate unit administrator or the bargaining-unit member, the designated spokesperson of the committee will also be present at the discussion. The review is then placed in the bargaining unit member’s personnel file along with supporting or dissenting material provided by the bargaining-unit member and the unit committee.

In units without the appropriate committee, the chair or unit administrator functions as the committee but must consult with the tenured/ESS academic staff as appropriate.

Criteria used:
For academic staff on the tenure track, the annual review shall be based upon excellence in job performance and in appropriate scholarly or professional achievement, and shall take into account such unit, school/college, and University tenure factors as are in force. Consideration shall also be given to non-instructional service to the department, school/college, and/or University and/or public and/or professional service which benefits the University.

For academic staff not on the tenure track, the annual review shall be based on excellence in job performance; excellence in professional achievement is also required, but is given secondary weight. Consideration shall also be given to non-instructional service to the department, school/college, and/or the University and/or public and/or professional service that benefits the University. Excellence in scholarly achievement, at the option of the Academic-Staff member, will be considered but is not required. The committee shall take into account such unit, school/college, and University ESS/promotion factors as are in force. This academic staff review must contain, at the least, the following components:

1. standards of performance for the particular position;
2. identification of the specific appraisal factors;
3. accomplishments in job performance, professional achievement, scholarly achievement (at the option of the Academic-Staff member), and/or service;
4. identification of areas of growth and major strengths;
5. identification of future expectations and areas of improvement; and
6. unexpected changes in job status that affected performance.
   

AAUP-AFT, Local 6075 - 5057 Woodward Avenue - Suite 3301 - Detroit, Michigan 48202-4050 - Phone: (313) 577-1750 / Fax: (313) 577-8159