Annual Evaluation
In accordance with TCU Policy and the Burnett School of Medicine Academic Personnel Policy, all full-time and part-time salaried or FTE contracted (TRA) faculty members shall be evaluated annually by their department chair. In addition to the annual faculty evaluation, the school requires that all faculty, regardless of salary, complete a formal review of their faculty appointment every three years. The triennial formal review will replace the annual review process for salaried and contracted faculty for that year.
The annual evaluation process is a conversation for the faculty member and their respective department chairs to review expectations, successes, and concerns. It is an opportunity for you and your department chair to discuss your strengths and/or areas of improvement related to both position-specific responsibilities, general performance, and set goals for the coming year.
The annual review includes the self-assessment and department chair review of the annual faculty review portfolio, which includes a summary and assessment of the following areas:
- Contributions to the academic mission of the school via the faculty member’s declared primary Area of Accomplishment;
- Research and/or scholarly activity, including publications;
- Service and administrative contributions to the academic community.
Annual Evaluation Time
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September 30
Faculty self-evaluations are distributed for faculty to review and complete development plan.
November 30
Self-assessment due to Department Chair
January 5
Faculty Affairs to obtain curricular leadership feedback form and send to Department Chair
January 15
Review meetings held with faculty member and chair
January 31
Evaluations and development plans submitted to Faculty Affairs.
February 15
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Resources
Annual Self Evaluation Form
Curricular Leadership Feedback Form
Curriculum Vitae Template
Triennial Review
In accordance with TCU Policy and the Burnett School of Medicine Academic Personnel Policy, all school of medicine faculty appointments (i.e., salaried, contracted, and non-salaried) are formally reviewed through the Triennial Review of Faculty process described below. The triennial review provides an opportunity to review faculty contributions, efficacy, and provide feedback to faculty regarding their progress towards promotion. As part of the triennial review, faculty should receive a detailed evaluation of their strengths and weaknesses including clear and constructive advice on expectations for the promotion.
The triennial formal review will replace the annual review process for salaried and contracted faculty for that year. It is the responsibility of the faculty member to complete the triennial review dossier summary, including providing evidence of continuing education, teaching, research/scholarly activity, and academic service responsibilities at the Burnett School of Medicine.
Faculty within their third year can expect to be contacted via email, initially, in November to initiate the process of coordinating a triennial review portfolio. The faculty member will compile their triennial faculty evaluation portfolio to include the following materials:
- Faculty self-evaluation;
- Faculty Activity Report;
- Updated Curriculum Vita
- Teaching Portfolio that includes teaching evaluations or other documentation of teaching excellence for the past two years.
Triennial Evaluation Timeline
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First Monday in November
Faculty self-evaluations are distributed for faculty to review and complete development plan
January 5
Self-evaluation and curriculum vitae due to Department Chair
January 5
Faculty affairs to obtain leadership feedback form and send to supervisor for review.
January 5-15
Departmental Review of Faculty
January 15 – February 1
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February 1-March 1
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March 15
Report of Triennial Review Outcomes to Dean
March 20
Final report and letter of reappointment to faculty candidate
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Resources
Triennial Self Evaluation Form
Curricular Leadership Feedback Form
Curriculum Vitae Template
Creating an Academic Portfolio
Faculty Reappointment
Reappointment of Burnett School of Medicine Non-Tenure Track Appointments Procedures
As described in the Burnett School of Medicine Academic Personnel Policy 5.001, all faculty are reviewed annually and re-appointed to terms of annual appointments. Faculty who have completed a triennial review, may be recommended by their department chair for multi-year appointment (not to exceed three-years). Faculty members are advised in writing of the provisions and conditions of their appointment by the provost.
Paid or Contracted (TRA) Faculty Reappointment Timeline and Procedures:
All full-time and part-time salaried or FTE contracted (TRA) faculty members shall be evaluated annually by their department chair. The department chair will initiate the annual review, providing expectations for each faculty member. The reappointment of faculty appointment will be in conjunction with the determination of the formal annual evaluation process for these faculty.
Salaried/Contracted(TRA) Faculty Reappointment Timeline and Procedures
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First Monday In November
Faculty self-evaluation forms distributed for faculty input (See Appendix 1 Teaching Faculty)
December 30
Faculty self-evaluation forms due (See Appendix 2 for teaching faculty and Appendix 3 for coaching faculty)
January 1
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January 5
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January 15
Curricular leader feedback report due to Office of Faculty Affairs and Development
January 15-30
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February 1
Final annual evaluation outcomes report generated and forwarded to the Dean.
February 1
Final signed evaluation forms and curricular leadership reports due to Office of the Provost.
March 1
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March 15
Provost Office to sign and return non-renewal letters of appointment to Office of Faculty Affairs and Development.
March 15
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April 15
Renewal of Appointment Report and Letters generated to be sent to the Office of the Provost
May 1
Provost approval and signature of new appointment letters
May 1
Provost approval and signature of new appointment letters
May 15
Renewal of appointment letters emailed to faculty members for review and acknowledgement
May 15
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Non-Salaried (Affiliate) Faculty Reappointment Timeline and Procedures
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December 1
Non-Salaried Faculty Reappointment Report Generated and Forwarded to Department Chair.
February 15
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March 1
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March 15
Provost Office to sign and return non-renewal letters of appointment to Office of Faculty Affairs and Development.
March 15
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April 15
Renewal of Appointment Report and Letters generated to be sent to the Office of the Provost
May 1
Provost approval and signature of new appointment letters
May 15
Renewal of appointment letters emailed to faculty members for review and acknowledgement
May 15
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Joint Appointment
The primary purpose for establishing joint appointment policies is to promote interdisciplinary teaching and scholarship, an explicit priority in TCU’s strategic plan, Lead On. While joint appointments are not intended to save the university money or cut costs, they do provide an opportunity to support or expand vibrant academic programs via strategic and sustainable resource allocation. For faculty who are participating or wish to collaborate with outside units, joint appointments (permanent, three-year, or one-year) provide workload clarity within each unit and establish clear expectations, criteria, and processes for T&P and merit pay. For departments, programs, and colleges, joint appointments facilitate acknowledgement of and compensation for losses incurred when a fulltime faculty member accepts a joint appointment. Joint appointments offer faculty new opportunities for participation, recognition, and professional development and outlets for intellectual/professional renewal. For some faculty, joint appointments enable teaching and/or research in areas that extend beyond what is possible in the primary unit. Joint appointments afford access to broader intellectual conversations and accelerate integration and inclusion within the TCU community; such appointments could also serve as a means to support spousal accommodation.
Faculty Promotions
Faculty members, in consultation with their department chair, initiates the promotion application process. The Chair must make available to each faculty member written copies of the University, School, and the Departmental criteria and process for promotion. Promotion in the School of Medicine requires unequivocal evidence of sustained contributions to the Primary Area of Accomplishment and in at least one supporting Area of Accomplishment. (See Guidelines for Appointment, Reappointment, and Promotion).
Preparing for promotion should start the day that you become a faculty member. Faculty should familiarize themselves with the Burnett School of Medicine Guidelines for Appointment, Re-appointment, and Promotion, particularly reviewing the metrics for rank for their primary and supporting Areas of Accomplishment. We highly recommended that you meet with a member of the Office of Faculty Affairs and Development within your first year to understand the criteria and expectations for successful advancement. In addition, we strongly encourage regular consultation with your department chair and other mentors to discuss your career pathway.
Schedule a Promotion Consultation with the Office of Faculty Affairs and Development with Senior Associate Dean for Faculty Affairs and Development, Dr. Jennifer Allie, at J.allie@tcu.edu.
The procedures for promotion are fully outlined in the Burnett School of Medicine Guidelines for Appointment, Reappointment and Promotion.
Deadlines
Faculty must submit completed dossier materials to the Office of Faculty Affairs and Development by May 15.
Department chairs must submit the completed dossiers for promotion to Associate Professor and Professor which are to be effective June 1st, to the Office of Faculty Affairs and Development by October 31st.
Promotion – Frequently asked Questions
Typically, faculty will have completed six (6) years in previous rank before being put forward for promotion. However, time in rank, in and of itself does not justify promotion. A candidate should be considered for promotion after the individual has made contributions to both the Burnett School of Medicine, the university, and their profession. The criteria for faculty promotion in the Burnett School of Medicine are consistent with relevant portions of the University Faculty Bylaws, applicable policies, and procedures.
The Burnett School of Medicine Guidelines provide a good starting point for you to understand the expectations of the Burnett School of Medicine Appointment and Promotion Committee for what constitutes excellence in each of the respective Areas of Accomplishment. Review these metrics and document your contributions in your CV and your respective academic portfolio (e.g., teaching portfolio). Your personal statement should narratively tie all of these together.
- The personal statement is a written narrative of your accomplishments (maximum of five single-spaced pages). The personal statement is one of the most important and scrutinized sections of your dossier and requires thoughtful and deliberate action on your part.
- The personal statement should not be a summation of your CV. But rather, it should expand on your contributions, their impact, and your future plans. The personal statement is your opportunity to provide your story to reviewers and committee members.
- Your personal statement should clearly identify your area of accomplishment and reflect your own assessments of your accomplishments for your primary area of accomplishment as well as your supporting area(s). You should describe your contributions in clear language avoiding highly technical jargon not readily understood outside your immediate field.
- Consider the following questions and your answers as a general framework for your candidate statement.
- What is the focus of my career?
- Why am I doing it? What problem, issue, or challenge am I addressing?
- How am I doing it (methods/strategies)?
- How well am I doing it? What outcomes show the impact of my work?
- What do I plan to accomplish in the future for this aspect of my career?
- What is the overall vision for my career?
- If investigation is your area of accomplishment discuss your grant history including success and commentary regarding grants that were submitted but not funded. Be sure to address your unique contributions to team science, collaborative projects, publications, presentations, and grants that cut across specializations and disciplines and that helps integrate and apply knowledge of intellectual activity.
- If service is your area of accomplishment address your own assessment of the impact, significance or value to your discipline, to the department, school, and health sciences as a whole. You must be able to demonstrate that your service is, in fact, academic work, which has significant results that have been communicated or disseminated in such a manner as to be reviewed by peers.
- As a non-tenure track faculty member, the Burnett School of Medicine has expectations for teaching. The school places a high priority on teaching development and will expect a reflective statement on your teaching philosophy and teaching development efforts to be clearly articulated in your personal statement.
- Ask trusted colleagues to review drafts of your candidate statement and provide feedback. It is also a good idea to ask someone who is not familiar with your work or discipline to read the statement since the evaluators at the campus level will NOT have a medical background. Readers should ask: is it clear and appropriately focused? Does it transmit the story of your career, niche and successes?
For faculty formal evaluations including annual evaluation, triennial evaluation, and promotions, faculty must use the Burnett School of Medicine CV format. The template and style guide are available here.