The annual faculty evaluation process at East Texas A&M University provides a system of feedback and support to (a) increase transparency regarding expectations for faculty performance, and (b) facilitate faculty members' development and long-term success. Results of this annual review are used to make decisions regarding the terms and conditions of the employment relationship between the faculty and the university, including merit pay, promotion, tenure, and post tenure review.
An annual review is conducted for all tenure-track and tenured faculty members at the rank of Assistant Professor, Associate Professor, and Professor, as well as all non-tenure track faculty members at all ranks. The full timeline, procedures and criteria are described in Campus Procedure 12.99.R0.13 Annual Evaluation of Faculty (link below). Faculty are also encouraged to communicate with their department heads about department-specific criteria, processes or forms.
Annual Evaluation Forms are available on the Internal Resources page of the Provost and VP for Academic Affairs Website.
For more information:
Campus Procedure 12.99.99.R0.13 Annual Evaluation of Faculty
Campus Procedure 12.01.99.R1 Academic Freedom and Responsibility
Eligible faculty members are evaluated for tenure and/or promotion during the 6th year of the probationary period. In most circumstances, assistant professors at East Texas A&M University are evaluated for tenure and for promotion to associate professor concurrently, and will not be awarded one without the other.
Categories of performance for tenure-track faculty include teaching/contributions to student learning; research, scholarly, and creative activities (RSCA); and service. Although professional conduct conducive to a collegial work environment is not considered a separate criterion for tenure and promotion, nevertheless it is implied within each of the categories of teaching/ contributions to student learning, RSCA, and service.
Faculty who are pursuing tenure and/or promotion are encouraged to review the criteria for tenure/promotion on three levels. The university criteria in teaching, RSCA and service are described in detail in Procedure 12.02.99.R0.03 Implementing Tenure and Promotion (link below). In addition to the university criteria applicable to all tenure-track faculty, each College and each Department maintain content-specific criteria documents that are available to tenure-track faculty and to faculty who are pursuing promotion. Candidates are encouraged to obtain college- and department-specific criteria for tenure / promotion from their mentors, department heads, and/or deans as early as possible in the probationary period. Whereas university, college and department criteria are linked, each level also provides unique, content-specific specifications by which the candidate will be measured.
As of Fall 2025, tenure and promotion portfolios are submitted digitally using the university’s learning management system, D2L. Instructions for submitting portfolios are included in this faculty handbook and can be obtained from your department head.
See Procedure 12.02.99.R0.03 for detailed descriptions of the university requirements for teaching, RSCA and service as well as the review procedure and timelines.
As of Fall 2025, tenure and promotion portfolios are submitted digitally using the university’s learning management system, D2L. Upon hire, each new tenure-track faculty member is assigned a tenure-promotion portfolio shell (template) in D2L. New tenure-track faculty can find their shell by searching in D2L in this format: [First] [Last] – FirstLastTandP
The complete instructions, details and timelines are described in [This Document – Forthcoming]. This document is only intended as instructions for submitting the digital, D2L Tenure/Promotion Portfolio. It does not describe criteria or processes for retention, tenure or promotion. For criteria and procedures, visit Campus Procedure 12.02.99.R0.03 and/or the Tenure and Promotion Review Process section of this Handbook.
The post-tenure review process encourages a high level of sustained performance throughout a faculty member's academic career. The review process is intended to convey the constructive spirit of faculty development without intruding on the academic freedom of the faculty. Post-tenure review at East Texas A&M University applies to tenured faculty members and relies on the annual review of performance and the sixth-year Professional Review. Both are based on a high standard of excellence in teaching, research or other scholarly and creative activities (RSCA), and service.
The Post-Tenure Review For Faculty process is described in full in Procedure 12.06.99.R0.02.
Any candidate that has not withdrawn himself/herself from consideration from consideration for tenure or promotion may appeal a negative decision reached at the Department Level of review. After receiving notice of a negative decision, a faculty member may appeal the decision by submitting a letter of appeal to the Academic Department Head. The letter of appeal must comply with all requirements set forth in Procedure 12.02.99.R0.03. There is no appeal of a decision at the level of the College, University, and/or the Board of Regents.
See Campus Procedure 12.02.99.R0.03 for more information.
Under extenuating circumstances, including but not limited to parental leave, tenure-track faculty may request a one-year extension of their tenure probationary period. Written requests for such extension must be submitted to the Department Head and Dean, to be considered for approval by the Provost.
See Campus Procedure 12.02.99.R0.03 for more information.
Adjunct faculty, GATs and GAToRs are evaluated on an annual basis using the university’s Adjunct or GAT Teaching Evaluation Form (link below). New Adjunct Faculty and new GATs / GAToRs are evaluated at the end of their first semester of teaching. Returning Adjunct Faculty/GATs/GAToRs are evaluated annually at the end of the spring semester. Adjunct faculty who do not teach in the spring semester are evaluated in the semester(s) in which they teach. Department Heads may develop additional evaluation criteria to assess teaching in the unique aspects of the content area. Any additional evaluation criteria should be distributed to Adjunct faculty, GATs and GAToRs prior to evaluation. The departmental criteria and measures for evaluating the teaching of Adjunct Faculty and GATs / GAToRs must be comprehensive and consistent with the general framework of the university-wide criteria stated above.
Visit the Graduate School Website for definitions and descriptions of each type of graduate assistantship.
Click here for the Adjunct and GAT Teaching Evaluation Form
Academic administrators are evaluated according to their relative success in working with people, programs, policies, procedures and finances. A significant factor in judging administrator effectiveness is performance in relation to the job description for the specific position held, as well as the individual's performance on special assignments.
See Campus Procedure 12.99.99.R0.14 for more information.