The policy and procedures for evaluation of clinical faculty at the University of Toronto's Faculty of Medicine are outlined, focusing on the institution's response to faculty perceptions of discrepancies between policy and practice especially in the area of promotion on the basis of teaching excellence. (MSE)

Recent (1990-92) college and university task force reports on faculty rewards reveal changing expectations about faculty's role, changing standards and methods for evaluating faculty performance, and a rethinking of the aims and means of rewarding teachers. It is concluded that administrative and faculty leadership and innovative reforms are all…

Suggests that although the assault on tenure championed by the American Association for Higher Education's New Pathways Project has failed, there are more serious threats to tenure in the development of systems of "post-tenure review," and in the increased the use of "contingent," or part-time and non-tenure-track full-time,…

The authors compare the ideal versus actual academic reward structures at a representative sample of nondoctoral four-year institutions and make recommendations. (Contains 2 tables.)

This paper advances 22 ideas for reducing the conflict between teaching and research demands of faculty at public research universities, based on suggestions generated by an ad hoc group of professors at the University of Iowa. Departments should try to make teaching as documentable as research, make teaching accomplishments as…

As more women and people of color hold academic jobs, the incidence of illegal employment discrimination in reappointment, tenure, and promotion decisions also increases. This book addresses how individual faculty members can defend themselves against unfair practices and how universities and colleges can protect themselves from being named in…

A program linking merit pay and faculty evaluation was initiated at Sumter Area Technical College (SATC) in Sumter, South Carolina, in 1978. The performance-based evaluation system focuses on three elements: the job description, which identifies professional responsibilities and how they relate to the college's mission; the individual action plan;…

Practical recommendations are offered for implementing an effective faculty evaluation system, based on the idea that quality promotion and tenure decisions are impossible without one. Weaknesses of current systems are described, including casual approaches and inadequate attention to decision making. Eight characteristics of effective systems are…

The need to effectively evaluate teaching performance of university faculty and a suggested approach involving a teaching dossier are discussed. Administrative decisions about the careers of faculty members have tended to be based on publication records rather than teaching evaluation. It is suggested that the curriculum vitae of a faculty member…

The continued nonevaluation of teaching contributes to the dominance of research in the evaluation of faculty members. For both promotion and salary increases, the number of articles published is basically the definition of research. The idea that research is more important than teaching is discussed. (MLW)

Tenure appointments, it is suggested, are more difficult to achieve in the 1970s than in the 1960s, and performance expectations for the 1970s are more stringent than in the previous decade. The two populations examined were reviewed and received a tenure appointment during 1967-68 and 1977-78. (MLW)

A recent Carnegie Foundation for the Advancement of Teaching report counters the conventional wisdom in academe that faculty research must be evaluated by standards different from those of teaching and service, maintaining that the different types of faculty work have much in common and must be judged similarly if teaching and service are to gain…

Several national projects supported by professional associations are redefining faculty roles and focusing the energies of faculty on teaching, on community service, and on their institutions' missions. Resulting faculty reward systems should recognize institutional mission, departmental priorities, the strength of individuals, and the uniqueness…

Synthesizes the central themes from a session on how theatre educators can survive in academia which took place at the 1998 AATE (American Alliance for Theatre and Education) conference. Presents the "Top Ten Suggestions for Surviving in Academia," including the following suggestions: clarify what is expected, to whom faculty are responsible, and…

Current university tenure and promotion criteria are examined critically, and it is suggested that they are both an effect and a source of gender bias. Current working assumptions regarding what constitutes good research, teaching, and service and the relative importance of each reflect and perpetuate masculine values and practices, preventing…