The Faculty Council adopted Faculty Mentoring Evaluation Committee guidelines in the spring of 2014. In the wake of that addition, the Faculty Welfare Committee will undertake further revisions in the description and procedures of the Faculty Evaluation System during the 2014-2015 academic year. Additionally, the faculty of each school will develop a Faculty Job Description document appropriate to that school – the School of the Sciences has such a document that will serve as our model for these conversations. There is an expectation that these Faculty Job Descriptions will be completed in the 2014-2015 academic year.
The following forms are located on the Academic Affairs portal site:
FMEC: Faculty Mentoring and Evaluation Committee Guidelines
The purpose of the Faculty Mentoring and Evaluation Committee (FMEC) is to provide each full-time faculty member at Stevenson University with a small group of colleagues who are invested in supporting, guiding, and mentoring the faculty member through his or her process of academic growth and professional development.
It is important to ensure the integrity of this process; therefore, honest, open, and forthright communication is imperative. It is also necessary and important to keep the materials reviewed within the confines of the committee strictly confidential. As such, all committee members will sign a confidentiality agreement.
These FMEC guidelines explicitly acknowledge the responsibility of the Schools of Stevenson University in the faculty promotion process.
A Faculty Mentoring and Evaluation Committee (FMEC) will be established for each full-time faculty member in the University (hereby referred to as “candidate”) who is promotable in terms of faculty rank. (Promotion eligibility is defined in the University’s policy manual, and evaluative criteria for promotion are defined by the candidate’s school.)
A Faculty Mentoring and Evaluation Committee (FMEC) may be established for each full-time faculty member who is not promotable in terms of faculty rank upon his/her request. (Promotion eligibility is defined in the University’s policy manual, and evaluative criteria for promotion are defined by the candidate’s school.)
Composition and Appointment of the FMEC
The FMEC will consist of one faculty member from any department within the candidate’s own school and the appropriate department chair, program coordinator, or immediate supervisor. A third member of the committee may be from outside the individual’s own department and may be outside the candidate’s school if needed to meet committee requirements, or if requested by the candidate.
Additionally, at the discretion of the candidate and committee, a fourth member may be sought from outside the University if that member is beneficial to the candidate’s professional development. This member is considered to be ‘ex officio’ and non-voting. This member is neither held to the same responsibilities as the core three members.
At least one of the faculty members serving on the FMEC must be at or above the rank being sought by the candidate. This requirement cannot be satisfied by a non-voting member.
The Faculty Mentoring and Evaluation Committee (FMEC) will be selected by the following process:
At the first meeting of an FMEC, the chair of the committee will be selected. (Note: the department chair, program coordinator, or immediate supervisor may not serve as the FMEC chair.)
The candidate reserves the right to meet with his/her department chair, program coordinator, or immediate supervisor to discuss changes to the composition of the FMEC at any time. In the
event an FMEC member leaves SU, the committee member must be replaced, following the previously described guidelines for membership composition. Any changes for any reason to the membership of the committee must be approved by the dean.
Role and Duties of the FMEC
The FMEC will meet with the faculty member at least once annually. The faculty member must permit his/her FMEC to review assessment results, including, but not limited to, student evaluations, the annual performance appraisal, and the annual professional development plan. At the discretion of the candidate, the FMEC chair may be requested to provide a written summary of (or minutes from) each meeting to the faculty candidate and/or committee members. These minutes will remain confidential and become part of the committee record.
If the faculty member is applying for promotion, then the FMEC will meet with him/her more frequently, according to the needs of the candidate. It is expected that the FMEC will hold a lengthy meeting with the faculty member early in the fall semester prior to promotion, followed by at least one additional meeting prior to the date that the promotion application and portfolio are due to the department chair, program coordinator or immediate supervisor. At this time, the FMEC may review the final application portfolio prior to its submission. The FMEC chair will draft a letter on behalf of the committee, regarding the promotion application to the Promotions Review Board, relying on substantive input from all committee members, which will evaluate the faculty member’s qualifications for promotion, as described in the University job description and the evaluative criteria set forth by the candidate’s school. Final approval of the letter that is to be included in the promotion portfolio will be by majority of all voting committee members. If a committee member is not in agreement with the letter, he/she need not sign off on it. This letter is intended to replace the letter formerly drafted by the candidate’s department chair, program coordinator, or immediate supervisor. The candidate reserves the right to inspect the FMEC letter before the portfolio is submitted to his/her department chair, program coordinator, or immediate supervisor.
Those who serve on the Faculty Mentoring and Evaluation Committees will understand their responsibilities. They will be expected to prepare for the meetings and to offer substantive mentoring and evaluative feedback for the candidate’s professional development.
The deadline for establishing the Faculty Mentoring and Evaluation Committee (FMEC) for faculty without an FMEC is within the first contract year of attainment of a promotable rank. This deadline applies to newly hired faculty and existing faculty members who are newly eligible for promotion. It is recommended that faculty members who are not required to, but wish to avail themselves of this opportunity, should follow these guidelines. The first FMEC meeting must also occur within the first year of attainment of a promotable rank.
NOTE: The FMEC process will be reviewed by the Faculty Welfare Committee of Faculty Council every year, or earlier by request of faculty members. Revisions will be made as warranted.