- Development of Improvement Plan. Faculty members who receive notice from the chief academic officer that they have received a rating of “falls short of meeting expectations for rank” on the Annual Performance and Planning Review (APPR) must develop an APPR Improvement Plan unless the rating triggers an Enhanced Post-Tenure Performance Review. Within 30 days of receipt of the fully executed APPR, (as described in 3.8.2.2 of this handbook) the faculty member must submit the plan to the department head. The faculty member has the responsibility of developing a written response for each area needing attention, including the goals and benchmarks for improvement and the resources, if any, to be allocated for this purpose.
- Administrative Review of the Plan of Improvement. The department head will review each APPR Improvement Plan developed and submitted by a faculty member. The department head must approve the plan before forwarding it to the dean for approval. The dean must approve the plan before forwarding it to the chief academic officer for approval. The chief academic officer will notify the dean, department head, and faculty member of his or her approval of the plan.
- Following up on the Plan of Improvement. The department head has primary responsibility for monitoring the progress of the faculty member in accordance with standards and procedures established in departmental bylaws.
- Periodic Progress reports. To permit the department head to monitor the progress of the faculty member, the faculty member should submit to the department head periodic updates on progress on the goals and benchmarks established in the improvement plan, in the form and at the times requested by the department head.
- Subsequent APPRs. The first annual review following a review rating indicating that the faculty member’s performance falls short of expectations shall include a report that clearly describes progress in any area(s) that fall short of expectations. The faculty member and the department head are responsible for reviewing the goals and benchmarks for improvement at the subsequent APPRs, until the faculty member returns to good standing.