Mid-Probationary Review

College of Arts & Sciences
USF St. Petersburg Dav 100
140 Seventh Avenue South,
St. Petersburg Florida 33701

Maintained by R. Wilson
Last updated 3/13/09


All of the material and guidelines for mid-probationary reviews will follow the tenure and promotion process. The exception will be that external letters of evaluation will not automatically be solicited for the mid-probationary review. REVIEW OF PROGRESS TOWARD TENURE
(emended for USF St. Petersburg)
August 7, 1998

It is the responsibility of the college peer committee and dean to include a progress toward tenure review as part of the annual evaluation for all faculty in the probationary period for tenure. For those faculty appointed with the full probationary term a more extensive pre-tenure review will be conducted during the third year. If an individual is credited with tenure-earning service at the time of initial appointment, the review will be conducted at the approximate mid-point of the probationary period. The mid-point review will be conducted by the college's tenure and promotion committee, the college dean, the USFSP tenure and promotion committee, the Associate Vice President for Academic Affairs, and the Regional Chancellor. Upon the request of the faculty member the review of progress toward tenure will include the Provost.

All mid-point reviews shall address the performance of annual assignments including teaching, research/creative activity, and service occurring during the preceding tenure-earning years of employment. In addition, all reviews should critically assess overall performance and contributions in light of mid-point expectations. The mid-point review will not be as extensive as the formal tenure review that occurs later but should be based on a set of documents which would include: a current vita; annual evaluations; student/peer evaluation of teaching; selected examples of teaching materials and scholarship; and a brief self-evaluation by the faculty member.

The mid-point review is intended to be informative, and to be encouraging to faculty who are making solid progress toward tenure, instructional to faculty who may need to improve in selected areas of performance, and cautionary to faculty where progress is significantly lacking.

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