Sustained Performance Evaluation

The purpose of the Sustained Performance Evaluation (SPE) is to assess the faculty member's sustained performance and professional growth as of the date of the evaluation.


Excerpts from Collective Bargaining Agreement (2014-2017) Article 11.3(b)

(1) Beginning in the 2015-2016 academic year and continuing thereafter, the University shall conduct Sustained Performance Evaluations on tenured faculty in the ranks of Professor and Associate Professor, those in the ranks of University Librarian and Associate University Librarian and the positions identified at Appendix L. The purpose of the Sustained Performance Evaluation is to assess the faculty member's sustained performance and professional growth as of the date of the evaluation. The expectations for sustained performance shall be aligned with the qualifications for tenure in place at the time of the evaluation. For faculty in the ranks of Librarian or Associate University Librarian, the expectation shall be aligned with the qualifications for promotion in place at the time of the evaluation.

(2) The Sustained Performance Evaluation shall be conducted in the tenured faculty member’s sixth (6th) year after receiving tenure and every sixth (6th) year thereafter and will evaluate the faculty member on his or her performance over the previous six (6) year period. Each faculty member may elect a one (1) year deferral once in his or her career at UWF. This would allow the sustained performance evaluation to be conducted in the seventh (7th) year. For University Librarians and Associate University Librarians this Sustained Performance Evaluation shall be conducted the sixth (6th) year after appointment or promotion to the rank of University Librarian or Associate University Librarian and every sixth (6th) year thereafter.


Schedule for Sustained Performance Evaluations (updated 5/6/16)

Procedures for determining the timing of Sustained Performance Evaluations for Administrators returning to In-Unit Status


01 - Who will undergo an SPE?

Tenured faculty at the ranks of Professor, Associate Professor (“Faculty,” or “Faculty Member”), University Librarian and Associate Librarian (“Librarians”).

02 - What is the purpose of the SPE?

To assess the Faculty Member’s/Librarian’s sustained performance and professional growth over the previous six (6) years as of the date of the SPE.

03 - When will a tenured Faculty Member undergo an SPE?

The SPE will be conducted in the Faculty Member’s sixth year after receiving tenure and every sixth year after that.

04 - When will a University or Associate Librarian undergo an SPE?

An SPE will be conducted in the University or Associate Librarian’s sixth year after appointment or promotion to the rank of University Librarian or Associate Librarian and every sixth year after that.

05 - When will I undergo an SPE?

The SPE schedule for the next six years can be found here.

06 - Can my SPE be delayed?

Yes, each Faculty Member/Librarian may elect a one year deferral once in his or her career at UWF. The following SPE will be conducted six years after the deferred SPE.

07 - How do I defer my SPE?

The decision to defer your SPE to the following year must be made in writing to your Chair/Supervisor with a copy sent to your Dean and the Provost. This can be in hard copy or electronic copy but must originate from you.

08 - What is the deadline to defer my SPE?

The written deferral must be submitted prior to the due date for submission of your SPE dossier. Please see the 2016-17 SPE calendar‌ for appropriate deadlines.

09 - What are the expectations for an SPE?

For Faculty Members, the expectations are aligned with the University and departmental standards for tenure in place at the time of the SPE. For Librarians, the expectations are aligned with the criteria in place at the time of the SPE for promotion to the current rank held.

10 - What time period will I be evaluated for?

An SPE will evaluate the faculty member on his or her performance over the previous six (6) year period. CBA 11.3(4)(b)(2)

11 - What must a Faculty Member submit for review for an SPE?

The evidence of sustained performance must be substantive and detailed with documentation. The Faculty Member must submit a dossier with the same types of materials that would be submitted if the Faculty Member was applying for tenure, with the exception that no internal or external letters of support/recommendation are required or permitted.

12 - What must a Librarian submit for review for an SPE?

The evidence of sustained performance must be substantive and detailed with documentation. A Librarian must submit a binder/dossier with the same types of materials that would be submitted if the Librarian was applying for promotion to the same rank the Librarian currently holds, however, no internal or external letters of support/recommendation are required or permitted.

13 - What will the SPE evaluators measure for Faculty Members?

At each level the evaluator(s) will make a recommendation regarding whether the Faculty Member has met the university and departmental tenure criteria in place at the time of the evaluation. The Dean will also recommend to the Provost an SPE Tier ranking.

14 - What will the SPE evaluators measure for Librarians?

At each level the evaluator(s) will make a recommendation regarding whether the Librarian has met all applicable promotion criteria in place at the time of the evaluation. The Dean will also recommend to the Provost an SPE Tier ranking.

15 - What are the steps of the SPE evaluative process for Faculty Members?

The Faculty Member submits his or her dossier to his or her Chair, Director, or Unit Head for review. The Chair/Director/Unit Head will make a recommendation regarding whether the employee has met the University and departmental tenure criteria in place at the time of the evaluation. The dossier will be forwarded to the Dean. The Dean will ask the College Personnel Committee (CPC) to make a recommendation on the same question. The Dean will then review the dossier and the recommendation of the CPC, and make a recommendation to the Provost regarding whether the tenure criteria in place at the time of the evaluation were met and recommend to the Provost the SPE Tier at which the employee should be ranked. The Provost will review the dossier and consider the recommendations of the Chair/Director/Unit Head, CPC, and Dean. The Provost will make a final decision on whether the employee has met the University and departmental tenure criteria in place at the time of the evaluation, and will assign the employee an SPE ranking of Tier One, Tier Two or Tier Three.

16 - What are the steps of the SPE evaluative process for Librarians?

The Librarian will submit his or her SPE binder to the Library Faculty Committee (LFC) subcommittee for review. The Committee will make a recommendation to the employee’s supervisor regarding whether the employee met the applicable promotion criteria in place at the time of the evaluation. The supervisor will review the SPE binder and the LFC recommendation and make a recommendation to the Dean of Libraries. The Dean will review the dossier, recommendations of the supervisor and LFC, and make a recommendation to the Provost regarding whether the employee met the applicable promotion criteria in place at the time of the evaluation and regarding the SPE Tier at which the employee should be ranked. The Provost will make a final decision on whether the employee has met the applicable promotion criteria in place at the time of the evaluation and assign the employee an SPE ranking of Tier One, Tier Two or Tier Three.

17 - What are the SPE evaluation measures?

The Provost will rank the SPE’s in one of the following three categories:

  • Tier One work is work that is Distinguished. It reflects distinction that clearly exceeds the University and departmental tenure standards and expectations in place at the time of the SPE (or promotion standards for Librarians) for excellence in quantity, quality or both.
  • Tier Two work is work that is Satisfactory. It reflects satisfaction of the University and departmental tenure standards and expectations in place at the time of the SPE (or promotion standards for Librarians) for excellence in quantity, quality or both.
  • Tier Three work is work that is Unsatisfactory. It reflects performance that does not satisfy the University and departmental standards and expectations in place at the time of the SPE (or promotion standards for Librarians) for excellence in quantify, quality or both.
18 - What are the salary adjustments for Tier One or Tier Two SPE’s?
  • An employee at the rank of Professor/University Librarian who receives a Tier One rating on the SPE will receive a $6,000 increase in his or her base salary which will be reflected in the next contract.
  • An employee at the rank of Professor/University Librarian who receives a Tier Two rating on the SPE will receive a $4,000 increase in his or her base salary which will be reflected in the next contract.
  • An employee at the rank of Associate Professor/Associate Librarian who receives a Tier One rating on the SPE will receive a $3,000 increase in his or her base salary which will be reflected in the next contract.
  • An employee at the rank of Associate Professor/Associate Librarian who receives a Tier Two rating on the SPE will receive a $2,000 increase in his or her base salary which will be reflected in the next contract.
19 - What are the effects of a Tier Three SPE?

Faculty Members/Librarians receiving an Unsatisfactory/Tier Three rating will enter into a Performance Improvement Plan.

20 - What is a performance improvement plan (PIP)?

It is a plan that will outline each of the areas needing attention and improvement so that upon successful completion of the plan, the Faculty Member will meet the tenure standards in place at the time of the SPE or the Librarian will meet the promotion standards in place at the time of the SPE. The PIP will provide specific performance targets and a required time frame for achieving the targets.

21 - Who develops the PIP?

It is developed by the Chair/Director/Unit Head in concert with the Dean, who shall provide the Faculty Member/Librarian with the opportunity to provide input. The PIP must be approved by the Provost.

22 - What are the time limits of the PIP?

The PIP will be developed within 30 days of the unsatisfactory SPE.

23 - What are the responsibilities of the Chair/Director/Unit Head and what are the responsibilities of the Faculty Member/Librarian?

It is the responsibility of the Chair/Director/Unit Head to offer the Faculty Member/Librarian the opportunity to meet regularly so that the Faculty Member’s/Librarian’s progress toward meeting the performance targets can be reviewed. It is the responsibility of the Faculty Member/Librarian to attain the performance targets specified in the PIP within the specified time frames and demonstrate competency in his or her position.

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