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Policy Title: Annual Faculty Performance Evaluation

Boise State University Policy # 4290
Effective Date: July 1, 1989
Revised: July 1, 1995
March 2000
March 20, 2003
September 1, 2009
October 2014
April, 2016

To establish guidelines for the annual performance evaluation of faculty.

Additional Authority:
Idaho State Board of Education Policy II (G)
Northwest Commission on Colleges and Universities, Standard 2.B.6
University Policy #4220 (Adjunct Faculty)
University policy #4330 (Student Course Evaluations)
University policy #4490 (Clinical Faculty)
University Policy #4340 (Faculty Tenure and Promotion)
University Policy #5010 (Research Faculty)
University Policy #7000 (Position Titles and Definitions)

All full-time and part-time Faculty

Responsible Party:
Provost and Vice President for Academic Affairs, 426-1212

Adjunct Faculty – Part-time, non-benefit-eligible, temporary faculty positions; these individuals are appointed to teach one or more courses or workshops for one academic term, and not to exceed five consecutive months per appointment.

Research Faculty – A faculty position in which the primary responsibility is to contribute to the research mission of the University through the development of a rigorous research program.

Teaching Faculty – A faculty position in which the primary responsibility is teaching courses in degree and/or certificate programs for an academic year to include the titles Lecturer, Clinical, and Instructor Faculty.

Tenure-Eligible Faculty – A faculty position assigned to an academic department or the University library wherein the incumbent holds academic rank and is eligible for tenure, or is tenured. Titles in this category are the same as three of the four primary academic ranks defined by the Idaho State Board of Education plus the additional title of distinguished professor. The ranks in ascending order are assistant professor, associate professor, and professor.


  • I. Policy Statement
  • The faculty of Boise State University shall be reviewed annually in order to evaluate their performance. Evaluation of performance is an important component of faculty development and personnel actions such as reappointment, non-appointment, granting promotion and/or tenure, salary determination and other personnel action.
  • II. General Requirements
  • The faculty and the dean of each college and the Library shall establish criteria for evaluating faculty within the general categories of teaching, scholarly/creative/research activities, and service. Such criteria shall recognize variations among disciplines and departments, and the different expectations for the Library with respect to faculty performance. The relative importance of the various criteria may change over time according to college or Library goals. The criteria adopted by each college and the Library shall be approved and kept on file by the Provost and Vice President for Academic Affairs. All members of the faculty shall have access to the criteria.
  • III. Performance Evaluations
  • Each department chair/division manager shall provide for the annual evaluation of all faculty members of the department. Part-time faculty shall be evaluated by the chair/division manager or designee.
    • A. Teaching Evaluation
    • Procedures for all faculty who teach including adjunct faculty shall include a review of student course evaluations (see University policy #4300), and may also include evidence of active student engagement (essays, publications, lab reports, etc…), classroom observations, a critical self-evaluation of their own teaching, and evidence of efforts to improve teaching such as: a) incorporation of field projects into courses, b) adoption of a new teaching method, or c) an innovative instructional use of media.
    • B. Clinical Faculty – In addition to the requirements for evaluation of teaching, the annual review of Clinical Faculty must include assessment of primary duties such as supervision and service as delineated by the workload for the Clinical Faculty, and may also include review of research/scholarship. See University policy #4490 (Clinical Faculty) for details.
    • C. Lecturer and Instructor Faculty – In addition to the evaluation of teaching (Section III A), the annual review of lecturers or instructors may include assessment of service, advising, and research/scholarship.
    • D. Tenure-Eligible Faculty – In addition to the evaluation of teaching (Section III A), the annual review will include evidence of scholarly/creative activities and/or research such as presentations, peer judgments about publications, success in securing funding through grants if appropriate to the discipline, contracts, and service.
    • E. Research Faculty – In addition to the evaluation of teaching for Research faculty who teach (Section III A), the annual review will include evidence of research activities such as presentations, peer judgments about publications, success in securing funding through grants, contracts, and/or other related activities.
  • IV. Evaluation Deadlines
    • A. Faculty are responsible for submitting evidence to the department chair by February 1, to demonstrate their teaching and/or research effectiveness as well as evidence of service for the previous calendar year (as detailed in Section III).
    • B. Prior to the Monday after Spring Break each year, department chairs/division managers shall provide a written evaluation to each faculty member. Faculty have the option of an individual conference with the chair to discuss the evaluation.
    • C. If the faculty member agrees with the chair’s/division manager’s evaluation and deficiencies in a faculty member’s performance are identified, the faculty member is responsible for remediating the deficiencies and the institution, through the department chair/division manager, is expected to assist that remedial action.
    • D. If the faculty member does not agree with the chair’s/division manager’s evaluation, he/she may schedule a meeting with the chair/division manager to discuss the preliminary report. After this meeting the chair/division manager will write a final evaluation report and provide a copy to the faculty member. If the faculty member does not agree with the final report, he/she has the prerogative to write an addendum. The finalized document and any addendum shall be signed by the faculty member and the department chair/division manager and placed in the department’s official personnel file of the faculty member. A copy of this report shall be given to the faculty member.
    • E. A copy of the final faculty evaluation report, any addenda and plans for the faculty member’s development/remediation shall be presented to the dean of the college by April 15.
  • IV. Administrative Home
    • A. All non-adjunct faculty shall designate an administrative home department/school/program or college for evaluation purposes. Should a faculty member’s workload be evenly divided between two departments/a school/program or college, it is left to the faculty member’s discretion to determine their administrative home.
    • B. If any faculty member works outside the administrative home, the chair/head of the faculty member’s home department may solicit evaluation feedback from other academic units. This could include but is not limited to colleagues in other departments/colleges; e-campus; or foundational studies.
    • C. Human Resource Services will work with academic units to identify administrative home departments to conduct annual evaluations of adjunct faculty.