1.06 Evaluation

Evaluation of faculty members includes written annual reviews and feedback from peers. Evaluations also include a thorough review for assistant professors during the third year of appointment at the University of Georgia and a review every five years following the award of tenure.

1.06-1 Written Annual Evaluation


Each faculty member at the University of Georgia, regardless of rank or responsibilities, must receive a written annual evaluation of his or her performance.  All annual evaluations of faculty performance must be supported by an annual activity report from UGA Elements.  Each evaluation must address the components outlined in the following framework. However, evaluators may use their own format and include additional components if they wish. Some units may have unique needs that require an adjustment to some component of the annual evaluation letter. Units should work directly with their dean for approval of any adjustments and to ensure that all faculty members in their units are fully informed. A faculty member may or may not respond to his/her annual evaluation in writing; any such response will become part of the record. An editable copy of the evaluation framework is posted at the Office of Faculty Affairs website.


To:                         [Faculty Member’s Name]

From:                    [Dean/Department Chair/Center Director’s Name; for those schools with departments, the dean should be cc’d]

Date:                     [Must be before March 31 of the calendar year; for those colleges/schools with departments, the dean should set an earlier deadline with sufficient opportunity to review and provide feedback on a draft.]

Attachment(s):    UGA Elements annual activity report [plus any self-assessments or other reports, as required by each academic unit]

This constitutes your annual written evaluation required by Section of the Board of Regents Policy Manual.  Your assigned allocation of effort this year was [x%] scholarship, [y%] teaching, [z%] service, and [zz%] administration (or other ___________).

[The faculty member should be evaluated in each category below.  Tenure-track and tenured faculty should be evaluated based upon their Promotion and Tenure Unit’s discipline-specific criteria.  Where the rating is “does not meet expectations,” the evaluation must provide a concrete course of action with measureable and documentable achievements expected, including a timeline for improving this rating. Faculty activity and productivity in each of the categories below may be briefly summarized as necessary by the evaluator.  However, more extensive data or summaries or self-assessments by the faculty should be attached to the evaluation].

Scholarship/Research/Creative Work – [EXCEEDS/MEETS/DOES NOT MEET] EXPECTATIONS
[Evaluation should present quantitative data where applicable (e.g., impact of journals, numbers of publications, amounts of external grant funding and sources, original creative works judged/reviewed) and an assessment of the importance of the scholarship to the field]

[Evaluation should be more than just the number of classes taught and must include an assessment of quality of teaching (e.g., peer reviews, student evaluations, demand for classes from students, enrollment, and development of innovative teaching approaches)]

[Evaluation should assess the impact of achievements in service (e.g., documented impact of service on audiences served)]

[Evaluation should assess the progress of the unit administered toward its strategic goals with measurable outcomes that document achievement of these objectives]


[This section should provide an overall assessment of performance in relation to the individual’s assigned allocation of effort.  If at least 50% of the faculty member’s assigned time receives a rating of “Does Not Meet Expectations,” then the overall evaluation should be “Does Not Meet Expectations.”

The overall evaluation should also indicate whether the faculty member is making satisfactory progress toward the next level of review appropriate to their rank, i.e., promotion and/or tenure as appropriate. A statement should be included to indicate that satisfactory progress in any one year does not guarantee that the faculty member will be successful in promotion and/or tenure.]

You may respond to this report in writing.  That response must be submitted within 10 days of the date on this evaluation.  Although it is not required for the annual evaluation, you may be asked to sign the evaluation; your signature on this memo only acknowledges its receipt and does not imply agreement.   

Name and Title of Evaluator

Signature of Evaluator

[If desired:]

Signature of Faculty Member being evaluated

1.06-2 Peer Participation


Faculty members should participate with their respective department head and dean’s office, as appropriate, in the development or modification of means and instrumentation for faculty evaluation.


1.06-3- Pre-tenure Review


For assistant professors in their third year of appointment at the University of Georgia, the head of the promotion/tenure unit shall appoint a committee to review thoroughly the individual’s achievements and performance in teaching, research and other creative activities, and service. That committee shall report its findings to the professors and associate professors in the promotion and tenure unit. The promotion/tenure unit will recommend whether progress toward promotion and/or tenure is sufficient. The promotion/tenure unit head shall provide the faculty member under review with a written report telling him or her of progress toward promotion. The candidate is encouraged to reply in writing to the report and any reply becomes part of the report.

1.06-4 Post Tenure Review


Each tenured faculty member must be reviewed every five years in accordance with criteria and procedures adopted by the promotion/tenure unit. These criteria and procedures must follow University policy as well as any policies at the college/school level.

1.06-5 Notice of Resignation and Employment



All tenured faculty members employed under written contract for the fiscal or academic year shall give at least sixty (60) days written notice of their intention to resign to the president of the institution or to his/her authorized representative.

Notice of employment for non-tenured faculty:

All non-tenured faculty members currently under contract must be given notice of intention to renew or not to renew employment from the president of the institution or from his/her authorized representative. Notice of intention to renew or not to renew employment shall be furnished in writing on a schedule based on the faculty member’s rank. The schedule of notification does not apply to persons holding temporary, visiting, part-time or adjunct appointments.

Academic and Clinical Ranks

The following schedule applies to non-tenured faculty with Academic rank (Instructor, Assistant Professor, Associate Professor, Professor), and Clinical rank (Clinical Instructor, Clinical Assistant Professor, Clinical Associate Professor, Clinical Professor):

  • at least three months before the date of termination of an initial one-year contract;
  • at least six months before the date of termination of a second one-year contract;
  • at least nine months before the date of termination of a contract after two or more years of service in the institution.  
Lecturer Rank

The following schedule applies to non-tenured faculty with Lecturer and Senior Lecturer rank:

  • At least 60 calendar days before the date of termination of the initial one-year or second one-year contract
  • At least 90 calendar days before the date of termination of a third one-year, fourth one-year or fifth one-year contract
  • At least 180 calendar days before the date of termination of the sixth or later one-year contract
Senior Lecturer
  • At least 180 calendar days before the date of termination of the current one-year contract
Academic Professional, Administrative A, Librarian, Public Service, Research Scientist, and Staff Physician Ranks

The following schedule applies to non-tenured faculty with Academic Professional rank (Academic Professional Associate, Academic Professional, Senior Academic Professional), Administrative A rank, Librarian rank (Librarian I, Librarian II, Librarian III, Librarian IV), Public Service rank (Public Service Representative, Public Service Assistant, Public Service Associate, Senior Public Service Associate), Research Scientist rank (Assistant Research Scientist, Associate Research Scientist, Senior Research Scientist), and Staff Physician rank:

  • at least 90 calendar days before the date of termination of the current one-year contract