Provost & Academic V.P. Western Illinois University 1 University Circle 211 Sherman Hall Macomb, Illinois 61455 Phone: 309/298-1066 E-mail: PS-Brown@wiu.edu

WIU/UPI Agreement 2001-2005

Article 20: Evaluation: Criteria and Procedures

20.1. Purpose of Evaluation

The University is responsible for evaluating the performance of all employees. The purposes of evaluation are to judge the effectiveness of an employee's performance, to identify areas of strength and weakness, and to improve employee performance. Additionally it shall provide a basis for the University President and the Board, as appropriate, to make decisions concerning retention, promotion, tenure or professional achievement awards. It is the responsibility of all employees to submit the materials and follow the schedules identified in this article.

20.2. Evaluation Schedule

In consultation with the Union Chapter President, the Academic Vice President or designee shall create and distribute to all faculty by October 1 the University timetable listing the deadline dates for faculty to submit their evaluation portfolios and for each faculty committee and evaluating administrator to provide written notice of their evaluation recommendations. Upon written request of the employee or the Department Chair and the Dean, the Academic Vice President may extend the deadline for submission of the portfolio, with notification to the Union Chapter President.

20.3. Evaluation Period

1. Material submitted for an evaluation will include activity from the first day of the fall semester to the day preceding the beginning of the next fall semester (except in Probationary Year One [PY 1] and Probationary Year Two [PY 2]-- see below). Adesignated evaluation period (such as five years for promotion to Full Professor) shall begin the year in which the last evaluation portfolio was submitted up to the first day of the fall semester of the current year. The year in which one submits an evaluation portfolio is not evaluated for the personnel action under consideration but will be evaluated during a subsequent evaluation period.
2. Retention: Primary emphasis will be placed on performance since the initial appointment date for first year employees; for all other probationary employees, primary emphasis will be placed on the period beginning with the semester they submitted their most recent evaluation portfolio. However, each evaluation period shall be considered not in isolation but in the context of the employee's total probationary performance record. Probationary employees will show improvement in teaching/primary duties and increased quantity and quality of performance in scholarly/professional activity and University/community service. Exceptions to this expectation may be made for faculty whose performance is sufficiently strong that significant improvement would be difficult to achieve.
3. Employees in PY1 and PY2 shall be evaluated in Teaching/Primary Duties and will be required to submit plans for pursuit of Scholarly/Professional activities and demonstrate at least minimal service in each evaluation period. Service activities and plans for Scholarly/Professional activity shall be included in the evaluation portfolio for advisory comment. Anon-retention decision in PY1 and PY2 cannot be based on Scholarly/Professional or Service activities. Evaluation for PY 1 will consider documentation for fall semester of that year. Evaluation for PY 2 will consider documentation for spring semester of the first year (with a review of PY1 outline). Evaluation for PY 3 will consider documentation for fall and spring semesters of PY 2 (with a review of PY 1 and PY 2 outlines). Evaluation of PY 4 will consider documentation for fall and spring semesters of PY 3 (with a review of all previous years' outlines). Evaluation for PY 5 will consider documentation for fall and spring semesters of PY 4 (with a review of all previous semester outlines). This system is presented in the chart below.

*Plus outlines from previous years.

Employees who begin their employment after October 1st shall remain in PY 1 their entire second employment year. In January of their second employment year they will have the previous Spring and Fall evaluated. They then will fall into the normal cycle described above beginning with PY2.

4. Tenure: the evaluation period for tenure will include the total number of years employed as a probationary faculty member at the University.
5. Promotion: the evaluation period for promotion will include the employee's entire record since the initial hiring date or since the year before the effective date of the last promotion, whichever is later.
6. Professional Achievement Awards: the evaluation period for PAAs will include only the four years preceding the application.
7. Four-Year Appraisal of Tenured Faculty: the evaluation period will include the four years prior to appraisal application.

20.4. Evaluation Criteria

1. Evaluation of an employee's effectiveness shall be based on consideration of the employee's professional responsibilities: teaching/primary duties, scholarly/ professional activities, and service. Teaching/primary duties shall be the most important of these three responsibilities.
2. Performance Standards
   Performance standards for retention, tenure, promotion, and Professional Achievement Awards (PAAs) will be developed by the Department Chairs in consultation with the faculty. Upon completion, this document, "Department Criteria," will be signed by the Department Personnel Committee Chair indicating faculty participation and either concurrence or concerns. The DPC Chair may attach a statement to accompany the Department Criteria if there is disagreement with the Chair.
3. Department Criteria
   1. ) Each department shall have a statement of Department Criteria, describing the standards, materials, methods, and procedures, to be used in evaluating performance of employees eligible for retention, tenure, promotion, and Professional Achievement Awards. The Department Criteria will contain:
      1. ) materials and activities appropriate for the department to use for each of the three areas of evaluation and the relative importance of these materials and activities; and
      2. ) a general statement of the methods to be used and the relative emphasis to be given in each of the three areas of evaluation, with teaching/ primary duties being the most important area; and
      3. ) a statement that student assessment results will not be used in the evaluation of faculty performance.
      4. ) Educational Requirement--Current educational requirements for tenure shall be reviewed, and, if appropriate, modified, at the department level. Departments with professional programs may specify requirements within their programs.
      5. ) The statement of criteria will include the department's student course evaluation form.
      6. ) When applicable, Department Criteria shall take into consideration inherent differences in form, content, or audience that might adversely affect a faculty member's evaluation. Examples include, but are not limited to, general education, distance education (see Article 20.14), or multi-cultural material.
      7. ) A statement that defines the composition of the Department Personnel Committee and the procedures for election.
   2. ) Nothing shall prevent the Academic Vice President from requiring common elements in all Department Criteria as related to the performance of assigned professional responsibilities.
4. Approval Process
   By no later than December 7, 2001, each Department Chair shall submit the department's proposed Department Criteria, with any accompanying statement by the Department Personnel Committee Chair, to the appropriate Dean. The Dean will forward all Department Criteria, with her or his recommendation, to the Academic Vice President for approval. The Academic Vice President shall review proposed Department Criteria, discuss them with the appropriate Dean and the Union Chapter President, and then notify the Dean, Department Chair and the DPC Chair in writing of any recommended additions, deletions, or modifications. Department revisions shall be submitted to the Dean and forwarded to the Academic Vice President for final approval. The Academic Vice President will notify departments of the approval status of their Department Criteria. [Specific dates will be provided by the Academic Vice President in consultation with the Union Chapter President following ratification of the contract.]
   1. ) The Department Criteria as approved shall become effective September 1, 2002. The Department Criteria shall remain in effect for the duration of this Agreement, unless modified by the faculty and Department Chair, recommended by the Dean, and approved by the Academic Vice President after discussion with the Union Chapter President. Modifications when necessary shall follow the same procedures discussed in 20.4.b. Department Criteria in effect on August 31, 2001, shall remain in effect through the 2001-2002 academic year.
   2. ) During the first year (2002-03) of the new Department Criteria, faculty applying for tenure, promotion, or PAA may choose whether to meet the old or the new Department Criteria.
   3. ) All departments shall receive a copy of the approved statement of Department Criteria within 15 days of final approval, with copies to individual faculty no later than September 1, 2002.
5. Areas of Evaluation
   The effectiveness of each employee being considered for retention, promotion, tenure, and PAA (see 20.13), will be evaluated in the areas of teaching/performance of primary duties, scholarly/professional activities, and University/ community service. Teaching/performance of primary duties is the most important of the three areas of evaluation.
6. Factors to be Considered in Evaluation of Each Area (Specificity to be added by Department Criteria) The following lists are not to be considered exhaustive but are intended to be used as a guide. All employees will not necessarily be evaluated on all items.
   1. ) Teaching/Primary Duties
      1. ) assigned and related teaching responsibilities;
      2. ) command of and currency in subject matter/discipline;
      3. ) oral English proficiency as mandated by Illinois statute;
      4. ) ability to organize, analyze and present knowledge or material;
      5. ) ability to encourage and engage students in the learning process;
      6. ) application of new methodologies and technologies of instruction;
      7. ) documented participation in professional growth activities contributing to enhanced teaching or contributions to the University or profession; and
      8. ) student advisement and direction of individual student activities.
   2. ) Scholarly/Professional Activities
      1. ) the quality and quantity of research;
      2. ) the quality and quantity of research leading to publication/presentations;
      3. ) the quality and quantity of creative activity especially in, but not limited to, the performing arts;
      4. ) the nature, number and funding level of grants;
      5. ) the extent and nature of national, state or local recognition of research/ creative activity;
      6. ) the extent and nature of participation in professional organizations (national, state, local; office/position held or leadership roles).
   3. ) University/Community Service* University service includes department, college and University-wide activities and service to the region and state, including but not limited to such activities as:
      1. ) committees;
      2. ) recruitment/retention activities;
      3. ) sponsorship of student organizations;
      4. ) mentoring activities;
      5. ) community or regional agency work or consultations.
         
         *For faculty assigned to the WIU-Quad Cities campus, criteria should reflect what is available at that location, recognizing alternatives to Macomb based committee service.
         
         The quality of participation shall be evaluated by consideration of such factors as:
         1. ) extent and nature of leadership;
         2. ) degree of participation;
         3. ) quality and length of service;
         4. ) extent and nature of national, state or local recognition of service;
         5. ) the relationship of the service to the employee's assigned responsibilities and to the University.

20.5. Evaluation Committees

1. Faculty evaluation committees will function at the department and University levels. All faculty on these committees will be tenured employees (unless a department has fewer than three tenured faculty) elected by members of Bargaining Unit A.
   1. ) Department Personnel Committee (DPC) members will be elected by all department members of Bargaining Unit A. In a department with fewer than three faculty, DPC members will be elected by all Unit A bargaining unit members who teach courses in that department on a regular basis as determined by the department.
   2. ) The University Personnel Committee (UPC) shall consist of nine tenured full professors, with two elected from and by each college; one representative will be elected by and from the University Library/Counseling Center Bargaining Unit Aemployees. Staggered terms shall be for three years. The Faculty Senate will conduct the election of representatives on the UPC.
2. The role of faculty personnel committees in retention, tenure, promotion, and PAAs is to provide written recommendations: Department Personnel Committees recommend to Department Chairs; the University Personnel Committee recommends to the Academic Vice President in cases where there are any negative recommendations.
3. Department and University Personnel Committees may request further materials, explanations, or additional documentation of statements in the portfolio.
4. Failure to constitute a committee or failure of a committee to make a recommendation shall not prevent decisions concerning retention, tenure, promotion, or PAAs from being made.

20.6. Evaluation Portfolio and The Addition of New Materials

1. By a date specified in the University evaluation timetable, each employee to be evaluated for retention, promotion, tenure, or PAA shall submit an evaluation portfolio containing evaluation materials required by the Department Criteria. The portfolio should include a table of contents to ensure adequate security of the contents, and should be organized according to the guidelines developed jointly by the Academic Vice President and the Union.
2. Material used in the evaluation process shall be materials included in the evaluation portfolio, materials referred to in the employee's supporting materials, and materials in the employee's personnel file, except for confidential materials submitted in connection with the employee's initial appointment. Documentation of program needs may be used where program needs are the basis of a nonretention recommendation or decision.
3. Conditions under which materials may be added to the portfolio by the administration:
   1. ) when the materials were not available prior to the beginning of the evaluation process, provided the employee is notified and given an opportunity to respond;
   2. ) when the materials were in the employee's personnel file prior to the beginning of the evaluation process, provided that copies of any statements attached to such materials by the employee also be included and provided that the employee is notified and given an opportunity to review the materials and respond.
4. Conditions under which materials may be added to the portfolio by the employee:
   1. ) when an evaluator requests further materials, explanation, or additional documentation of statements in the portfolio;
   2. ) when the material is submitted in response to an evaluator's placement of materials in the employee's evaluation portfolio or personnel file after the beginning of the evaluation process;
   3. ) when supporting documentation was not available prior to the beginning of the evaluation process, except in the case of a tenure application, where substantial new material affecting the outcome will be permitted during the evaluation process.
5. When materials are added to the employee's evaluation portfolio or when additional materials are requested, the evaluation shall cease and the employee shall be given up to three days to respond before the evaluation resumes, unless given an extension by the Academic Vice President and the Union Chapter President.
6. A copy of the evaluation recommendation made at each step of the evaluation process shall be added to the portfolio. If an employee has requested reconsideration of a negative recommendation, a copy of the employee's appeal letter and of the written statement of the result of the reconsideration shall be included in the portfolio. A copy of any written evaluation placed in an employee's evaluation portfolio or personnel file shall be provided to the employee.

20.7. Evaluation Procedures Common to All Personnel Applications

1. Employees will initiate applications for retention, tenure, promotion, or the Professional Achievement Award (PAA). This is accomplished by the submission of the evaluation portfolio to the Department Chair.
2. The following evaluators will prepare separate written recommendations concerning applications for retention, tenure, promotion, or the PAA: the Department Personnel Committee (DPC), the Department Chair, the appropriate Dean or Director (if any), and the University Personnel Committee (UPC) if required. All written recommendations will be supported with written reasons based on department criteria, and the applicant will be provided with a copy of the recommendation and supporting reasons before the recommendation is forwarded to the next level. The President will provide the employee with a written decision concerning the application. If the decision is negative, the President will provide the employee with a statement of reasons for the decision based on department criteria.
3. The evaluation process will commence with the Department Chair forwarding the evaluation portfolio to the DPC. Upon completion of its evaluation, the DPC will forward the evaluation portfolio to the Department Chair. Upon completion of his or her evaluation, the Department Chair will forward the evaluation portfolio to the appropriate Dean or Director; if there is no Dean or Director, the Department Chair will forward the evaluation portfolio to the Academic Vice President. Upon completion of her or his evaluation, the Dean or Director will forward the evaluation portfolio to the Academic Vice President. The Academic Vice President will forward to the University Personnel Committee (UPC) the evaluation portfolios for all employees receiving negative recommendations. Upon completion of its evaluation, the UPC will forward the evaluation portfolio and its recommendation to the Academic Vice President. The Academic Vice President shall review with the University President the evaluation portfolios submitted by employees. The University President shall provide each employee with a written decision. If the decision is negative, the University President shall provide the employee with a statement of reasons for the decision based on department criteria.
4. The employee may submit a written request for reconsideration of any negative recommendation by the DPC, Department Chair, or UPC. The request should contain relevant information, reasons, and documentation. Requests for reconsideration must be filed with the appropriate evaluator no later than 5 calendar days after receipt by the employee of the negative evaluation recommendation. All requests for reconsideration will be granted and the appropriate evaluator will provide the employee with a written statement of the result of the reconsideration. e. Copies of all written recommendations, appeal letters, and written responses to the request for reconsideration shall be placed in the employee's evaluation portfolio at each level of review.

20.8. Procedures Unique To Retention Decisions

1. Probationary employees shall be evaluated every year. However, no employee shall be evaluated for retention until she or he has completed one full semester at the University. Employees in PY1 and PY2 shall be evaluated in Teaching/ Primary Duties and will be required to submit plans for pursuit of Scholarly/ Professional activities and demonstrate at least minimal service in each evaluation period. Service activities and plans for Scholarly/Professional activity shall be included in the evaluation portfolio for advisory comment. A non-retention decision in PY1 and PY2 cannot be based on Scholarly/Professional or Service activities.
2. Written notice that a probationary appointment will not be renewed will be given to an employee by the University President as follows:
   1. ) by not later than April 1 for employees in probationary years 1 and 2;
   2. ) by not later than December 15 for employees in probationary years 3 and 4; and 40
   3. ) by not later than 12 months before expiration of the appointment for employees in probationary years 5 and 6 (tenure year).
3. In the event of failure to provide notice of non-renewal required by Article 20.8.b. above, the employee shall receive a probationary appointment for one academic year.
4. If an employee fails to submit an evaluation portfolio, that employee shall not be rehired in a tenure track position. However, an employee may withdraw a portfolio at any stage of the evaluation process and shall be given the renewal notice required in 20.8.b. above.

20.9. Procedures Unique To Promotion Decisions

An employee shall be eligible for consideration for promotion if she or he meets the following requirements.

1. Degree
   1. ) All degrees must be awarded by and all graduate study completed at an accredited institution.
   2. ) For promotion to the rank of Assistant Professor, an employee must possess a bachelor's degree and have completed at least 60 semester hours, or the equivalent, of graduate study toward an advanced degree; or must possess a master's degree and have at least 30 semester hours, or the equivalent, of graduate study toward an advanced degree; or must have fulfilled applicable educational requirements for tenure.
   3. ) For promotion to the rank of Associate Professor, an employee must possess a terminal degree or an appropriate professional degree/credential.
   4. ) For promotion to the rank of Professor, an employee must possess a terminal degree or an appropriate professional degree/credential.
2. Years of Service
   1. ) An employee may apply for promotion to the rank of Assistant Professor in her or his third year of full-time service at the University at the rank of Instructor.
   2. ) An employee may apply for promotion to Associate Professor in her or his fourth year of full-time service at the University at the rank of Assistant Professor.
   3. ) An employee may apply for promotion to the rank of Professor in her or his fifth year of full-time service at the University at the rank of Associate Professor.
3. Promotion on the Basis of Exception
   An employee who does not satisfy the degree requirements for promotion may apply on the basis of exceptional teaching/performance of primary duties, or exceptional scholarly/professional activity, or exceptional service. Department criteria will specify exceptional performance in each of the three areas.
4. Employees should discuss their interest in applying for promotion with their Department Chair prior to initiating the application process.
5. The number of employees who hold a particular rank at the University shall not be grounds for denial of a promotion to an eligible employee who has otherwise satisfied evaluation criteria.

20.10. Procedures Unique to Tenure Decisions

1. Tenure is a status awarded by the Board of Trustees upon the positive recommendation of the University President following an extensive evaluation process. Tenure is a relationship of continuing commitment between the University and the employee, benefiting both.
2. Each tenured employee shall have continuous employment at the University unless such employee resigns, retires, is laid off pursuant to Article 24, or is terminated for adequate cause.
3. Tenure shall not be acquired automatically by length of service or prior promotion. Tenure shall be granted and may be acquired only by specific action of the Board after receipt of a specific recommendation of the University President. Tenure shall be in a department.
4. Tenure may be granted to a member of the bargaining unit described in Appendix A at the time of initial appointment--if the person was tenured at her or his previous institution--following a positive recommendation by the department, the Department Chair, the Dean, and the Academic Vice President, and upon recommendation of the University President and approval by the Board.
5. Tenure may be granted to an individual not a member of the bargaining unit described in Appendix A, either upon initial appointment or subsequently, following a recommendation by the department, the Department Chair, the Dean, and the Academic Vice President, and upon a positive recommendation of the University President and approval by the Board.
6. An employee shall be eligible to apply for tenure if she or he holds at least the rank of Assistant Professor and meets the following requirements. An employee may be considered for promotion and tenure in the same year.
   1. ) Educational Requirements
      Faculty must meet the educational requirements stipulated in their department's criteria. An employee who does not satisfy the educational requirements for tenure may apply for consideration on the basis of exceptional teaching/performance of primary duties, exceptional scholarly/professional activity, or exceptional service. Criteria for exceptionality in the above areas shall be stipulated in the department criteria.
   2. ) Years of Service
      1. ) An employee may not apply for tenure before her or his sixth probationary year.
      2. ) All employees shall be placed in probationary year one at the time of initial appointment.
      3. ) An employee who has taught full time in an accredited baccalaureate degree-granting institution of higher education may elect to have counted toward tenure two consecutive years of full time service if those years of service occurred within the last five years. Faculty who count previous years of teaching toward tenure may have their scholarly/professional activity record during those same two years considered as part of their performance. After successful completion of probationary year 1, an employee may elect to be placed in a higher probationary year as follows:
         
         

         Previous Years Experience Counted	WIU Probationary Year
         1	3
         2	4

         
         
      4. ) An employee who is eligible for placement in a higher probationary year and who elects to be placed in a higher probationary year must notify the Academic Vice President in writing by September 1 of the employee's second probationary year.

7. In the event that an eligible employee does not submit her or his application for tenure in the sixth probationary year, the employee shall receive a terminal contract for the next academic year. An employee may withdraw her or his tenure application at any time during the tenure evaluation process.
8. If an employee is not notified of a decision denying tenure by the University President on her or his tenure application by June 1 and by the Board after the next meeting following June 1, the employee shall be granted a probationary contract for the subsequent academic year but shall not thereby receive tenure. An eligible employee in her or his sixth probationary year who is not awarded tenure by action of the Board shall receive a terminal contract for the subsequent academic year.

20.11. Requirements and Procedures With Regard to Student Evaluations

1. Departments shall develop standardized procedures for administering student evaluations for all courses that are evaluated. Faculty being evaluated are not to be in the room at the time of the evaluation and evaluations should be returned to the department office directly or by mail by a disinterested party such as a proctor or responsible student. Family members of faculty being evaluated cannot serve as proctors. If necessary, faculty may transport completed evaluations that have been placed in a sealed envelope by a proctor or responsible student with the seal signed by the proctor or student.
2. Faculty shall be evaluated on the basis of more than one measurement of teaching effectiveness. Numerical scores on student evaluations shall not be the sole determinant in retention, tenure, promotion, PAA, and four year review recommendations.
3. Faculty are not to receive the results of student evaluations until after grades have been submitted.
4. Faculty who question the accuracy of the transcription of student comments may request that the DPC Chair and/or Department Chair review the original evaluations. Student evaluations are the property of the university. Faculty will be provided with a copy of evaluation scores and all transcribed comments.
5. Department Criteria will explain the role of student evaluations in personnel recommendations.
6. Probationary faculty shall submit student evaluations from all courses taught. Tenured faculty shall submit student evaluations from a majority of all courses taught during the academic year. Department Criteria in each department may specify fewer or a greater number of courses evaluated based on unique needs of individual departments. Evaluations for summer session and intersession courses are optional unless required by Department Criteria.
7. On-line courses and other courses offered through Distance Education are to be evaluated based on guidelines provided in Department Criteria (see 20.14 below).

20.12. Procedures Unique to Four Year Appraisal for Tenured Employees

1. There will be an appraisal every four years required of all tenured faculty not applying for promotion. The appraisal cycle will begin in an employee's fourth year after being awarded tenure. It will be repeated every fourth year after that, except as in Article 20.12.d. below.
2. The purpose of this process is to identify areas of strength and weakness and to improve performance. The process is not to be construed as a review of either individual or collective tenure. The evaluation shall consist of the review of the following by the Department Chair:
   1. ) Student evaluations (see 20.11. above);
   2. ) Materials submitted by the employee in outline form to substantiate a reasonable level of performance in the areas of teaching/primary duties, scholarly/professional activity, and service;
   3. ) Materials in the employee's personnel file.
3. Following review of the documents, the Department Chair shall write a brief evaluation statement and send it to the Dean for review and to the Academic Vice President for inclusion in the employee's personnel file. A copy of the evaluation statement shall be sent to the employee, who may attach a written response to the evaluation statement for inclusion in the personnel file.
4. If there is documented evidence of a need for improvement, the Chair shall meet with the faculty member in order to identify strengths and weaknesses and, if necessary, to develop an appropriate Professional Improvement Plan. After this meeting, the Chair may write such a plan and shall allow a reasonable period of time for its completion. The faculty member has a professional obligation to participate in the development and implementation of such a Professional Improvement Plan. One year after completion of the Professional Improvement Plan, the employee will be evaluated again. If a faculty member successfully completes her/his Professional Improvement Plan then a new appraisal cycle will begin immediately after that evaluation.
5. If, during the four year cycle, a Chair or Dean has documented evidence that there is a problem with a faculty member's performance, the Chair will discuss the situation with the faculty member and, if necessary, develop with the employee's input, an appropriate Professional Improvement Plan.
6. Tenured faculty scheduled for the four year appraisal may apply at the same time for a Professional Achievement Award.

20.13. Procedures Unique to Professional Achievement Awards (PAAs)

1. In the same year as the four year appraisal, a faculty member may choose to apply for a Professional Achievement Award. The outline submitted for the appraisal may serve as the basis for the PAA, but the faculty member must submit as well a portfolio with full documentation for teaching/primary duties and for one other area of evaluation (scholarly/professional activity or service). Department Criteria will specify requirements of high levels of performance in teaching/primary duties, scholarly/professional activity and service, and the faculty member applying for a PAA must meet the high level of performance in teaching/primary duties and in the second area to be evaluated for the award. In the third area of performance, the faculty member will submit the same outline submitted for the four year appraisal. No one can be denied a PAA on the basis of performance in this third area.
2. The PAA application must contain full documentation of the previous four years. The PAA application will be evaluated by the Department Personnel Committee, Chair, Dean, University Personnel Committee (if there are negative recommendations), and the Academic Vice President prior to the President's final decision. Faculty earning PAAs will be compensated at the rate specified in Article 29.2 (Additional Compensation).
3. Faculty who do not apply for, or receive, a PAA when eligible must wait for their next Four-Year Appraisal before reapplying.
4. Employees may apply for a promotion and a PAA in the same year.

20.14. Procedures Unique to Distance Education Courses

1. For the purpose of evaluating a faculty member's CODEC, web based, or satellite-broadcast teaching, on-campus and off-campus sections of the same class will be regarded as different classes. The intent is that inherent differences between distance education and regular classes should not adversely affect a faculty member's evaluation.
2. Any department offering distance education courses shall:
   1. ) Establish separate criteria for the evaluation of distance education teaching;
   2. ) Identify alternative evaluation methods of distance education teaching (such as separate forms for distance education classes or for evaluating of the technology) consistent with the category used.
3. The following items may be taken into account in developing the department criteria/methods for evaluating the teaching of distance courses:
   1. ) Type of distance education;
   2. ) Number of remote sites for CODEC and satellite broadcast, and number of students at each site;
   3. ) Types and reliability of support to students at remote sites;
   4. ) Frequency of technical "downtime";
   5. ) Faculty member's prior experience with this type of distance teaching or offering of this course at a distance.

20.15. Multi-Department Assignments

1. Multi-department assignments shall take place only upon initial hire or when program needs require such assignments and when the employee is qualified for the assignment and has been consulted about that assignment.
2. No employee shall be evaluated for retention, tenure, promotion, Four-Year Appraisal or PAAby more than one department, specified at the time of appointment or transfer.
3. An employee with duties assigned outside the evaluating department shall submit evaluation materials relevant to those duties; these materials may include documentation of scholarly/professional activity or University/community service. Such material will be considered commensurate with the employee's assignment outside the evaluating department.
4. Evaluators will use the approved Department Criteria of the evaluating department to evaluate assignments outside of the department.

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