3.12.A.5 - Performance Remediation Plan

If a tenured faculty member receives a “1 - Does Not Meet Expectations” or “2 - Needs Improvement” in any of the categories during an annual review, the chair of the department and the faculty member will develop a Performance Remediation Plan (PRP) in consultation with the faculty member to remediate the faculty member’s performance.  A Performance Remediation Plan sets forth realistic goals and strategies for the faculty member to begin meeting expectations in the following year’s annual review. (BoR Faculty and Student Affairs Handbook 4.4)   The PRP should include the following:

1. A set of realistic goals that are achievable within the timeframe of the Performance Remediation Plan.
2. A set of realistic strategies for achieving those goals.
3. A realistic measurement.
4. A realistic timeline.
5. Available resources for enacting strategies and achieving goals.
6. Set meetings between the chair and the faculty member - at least two (including the PRP planning meeting) during the Spring Semester and two the following Fall semester. (BoR Faculty and Student Affairs Handbook 4.4)

In addition to setting forth realistic goals that are specific and achievable during the evaluation period, the PRP should fit within the faculty member’s situational context and workload. Moreover, it should address the issues that caused the 1 or 2 rating(s). The PRP must be approved by the Dean and submitted to Academic Affairs by the end of the current academic year contract.  Important note: Faculty cannot be required to fulfill their PRP while they are off contract. Examples of such goals and strategies may include but are not limited to:

• Attend development activities (seminars, workshops, conferences, etc.)
• Seek mentorship, either inside or outside the department (may be facilitated by chair; mentor may have duties re-assigned to facilitate this)
• Produce updated curriculum or other work products
• Develop and/or disseminate scholarship
• Produce reflective evaluation of any area that resulted in the 1 or 2 rating.
• Undertake leadership or other active roles in service activities

During the annual review process in the following year, the faculty member will address the goals and strategies in the PRP from the previous year. If the faculty member’s performance in every category is determined by the chair/director to be 3 or above, the PRP is successfully completed. If the PRP was not successfully completed - the performance in any category (whether the same or different area from the prior year) is evaluated by the chair/director to be a 1 or 2 - the faculty member, if tenured, will participate in a corrective post tenure review the following fall. (BoR Faculty and Student Affairs Handbook 4.4, 4.7)

Note that while this section of the Handbook pertains to tenured faculty members, tenure-track faculty members will also be evaluated annually on the elements of teaching, student success activities, research/scholarship, and service, following the procedures described above. In the case of deficiency identified through an annual evaluation, they will be put on a Performance Remediation Plan (PRP). If there is deficiency over two consecutive annual evaluations, institutions will determine specific consequences ranging from being put on a Performance Improvement Plan (PIP) to correct deficiencies, to possible separation of employment. For non-tenured faculty members, the PRP and subsequent steps are suggested for developmental purposes, but completing all these steps is not necessary for non-renewal. For guidance on non-renewal, please see BOR Policy 8.3.4 Notice of Employment and Resignation.)

(See BoR Academic and Student Affairs Handbook 4.7)