Process for 5-Year Comprehensive Review and Evaluation of Deans Process for 5-Year Comprehensive Review and Evaluation of Deans Rhett Mayor Fri, 03/10/2023 - 17:03

Additional processes and procedures specific to the 5-Year comprehensive review of deans are outlined in this section. 

The purpose of such comprehensive reviews is to evaluate the progress of the Schools under the Dean’s leadership, to provide the opportunity for constructive input from Faculty and other constituencies, and to review the professional contributions and performance of the Dean as a leader and an administrator.  

Ultimately, the purpose of such comprehensive reviews is to determine whether the Dean should be reappointed for another term. A second five (5) year appointment has been typical whereas a third five (5) year appointment is unusual. Nevertheless, the reappointment decision will be based on the best interests of the Institute, College, School and individual. 

Criteria and Procedures 
A Review Committee shall be appointed by the Provost as follows: 

  • The Committee will consist of no fewer than five (5) members. 

  • The majority of the Committee members shall be chosen from tenured, non-administrative Faculty members in academic units supervised by the Dean. 

  • The Committee will normally be chaired by a senior Faculty member. 

  • The Committee Chair is normally from a different College/Unit. 

  • The Committee Chair is chosen by the Provost in consultation with the Chair of the Faculty Executive Board. 

  • The Dean has an opportunity to comment on the composition of the Committee. 

Criteria Established to be Used in Reviews 
The review criteria are to be defined by the Provost and the candidate prior to initial appointment, or the Provost and the Dean prior to reappointment. As part of this review criteria, the Provost and Dean will determine the traditional faculty activities (i.e., teaching, scholarship and creative activities, student success, and service) that align with the responsibilities of the Dean’s position. As part of the Provost’s annual review of the Dean, criteria will be reaffirmed or modified in consultation with the Dean. As part of the Provost’s charge to review committee, the Provost will review the original criteria as well as any changes made. 

General Criteria 

  • Demonstrating evidence of commitment to the highest standards of quality in teaching, scholarship and creative activities, and academic development with evidence of College's actual progress on all three (3). 

  • Providing effective management of internal affairs of the College. 

  • Recruiting/retaining the highest quality administrators, Faculty, Staff, and Students. 

  • Managing the College's fiscal affairs. 

  • Developing/maintaining open communications with all constituencies. 

  • Facilitating goal setting by individuals, programs, Schools, and by the Unit as a whole. 

  • Identifying issues and resolving conflicts affecting the Unit. 

  • Developing internal and external resources. 

  • Implementing fair and equitable performance evaluations and salary adjustments. 

  • Establishing a working environment conducive to achieving individual and Unit goals, as well as balancing and reconciling diverse interests within the College. 

  • Building relationships with constituencies within and outside of Georgia Tech. 

Review Process 
The Provost may schedule the review for any time between four (4) and five (5) years after either the initial appointment or the preceding formal review. For Colleges without Schools, the review of the Dean may be timed to coincide with the Board of Regents' five (5) year Program Review. The review process described below provides 360o feedback assessment.  Utmost confidentiality must be maintained during the review process. The Provost will provide the Committee with confidentiality guidelines at their first meeting. 

Early in the process, the Dean should be asked to meet with the review Committee to provide a self-assessment. The Committee should seek input from Chairs, Faculty, Staff, Students, and other constituencies as well as peers including other deans. The Committee should identify areas where the Dean should place added emphasis/attention if the Dean continues to lead the Unit over the next five (5) years. 

Conclusion of the Review 
The Committee shall provide the Provost with a confidential, written report of no more than six (6) pages. The report shall include: 

  • Assessment of the College's progress under the Dean's leadership. 

  • Evaluation of the Dean's performance as a "leader" and "administrator", including a summary of the results of the feedback from each of the constituency groups. 

  • For deans who are tenured: evaluation of the teaching, scholarship and creative activities, student success, and service that align with the responsibilities of their position as determined by the Provost and Dean.  

  • Recommendation for improvement (if any). 

The Dean being reviewed will have opportunity to comment on the report. The Provost will evaluate the report and write their own assessment of the Dean’s performance. The Provost will make a decision regarding reappointment of the Dean and communicate the results of the review both orally and in writing to the Dean. The Provost will inform the Review Committee of the reappointment decision.