租期后六年教师评论
1.院长将确保对终身教师的评估每年进行一次全面的定期评估每六年进行（六年评论）。终身教师将在六年的周期中评估由他们授予任期的学年。六年审查的目的是为持续和有意义的教师发展提供指导；协助教师提高专业技能和目标；在适当的情况下重新集中于学术和专业努力；并确保教职员工履行对大学和德克萨斯州的责任。
2. The annual review at six years will be conducted prior to the six year review to allow evaluation and input by the chair//vice chair/division director or equivalent and peers prior to review by the school review committee. The faculty member will be notified at least six months in advance of the intent to perform the six year review.
3.可能会改变六年审查时间表的特殊情况包括：
- If the review period coincides with approved leave or a comprehensive review for promotion or appointment to an endowed position, the six year review may be delayed with the approval of the dean for up to one year from the regularly scheduled review date. In no case will review of a tenured faculty member be waived.
- For tenured faculty who are also academic administrators, the six year review will be held in conjunction with the review of administrators described inHOOP 184 Evaluation of Academic Administrators.
4. The faculty member will submit the last six annual reviews, including teaching evaluations for faculty with teaching assignments, along with a current curriculum vitae and a summary of professional accomplishments. The faculty member is encouraged to submit a summary of professional objectives, a proposed professional development plan and any additional appropriate material.
5.六年审查将由学校范围内的教职委员会进行。委员会的成员应包括学校和/或部门的代表，并根据其客观性和学术实力，由院长与学校和/或部门的终身教师协商以及部门主席协商。/副主席/部门主任或同等总监。
6. The review process will take into account the statements of expectations and assignments from offer letters, letters of appointment and annual reviews, and will include review of the faculty member's professional responsibilities in teaching, research, service, patient care and/or administration. The committee must consider factors beyond the individual faculty member’s control that may have impacted performance. Further information may be requested at any step from the faculty member under review. During the review, the faculty member may meet with the review committee, according to the guidelines established by the individual schools. All of the material provided to the committee will be maintained in a confidential manner.
7.学生教师委员会将提交我ts recommendation on the review outcome in writing to the dean within a specified time, to be determined by the school. The dean will make a final determination on the outcome of the review, communicate such outcome in writing to the faculty member, his or her chair or equivalent, division director/vice chair if appropriate, the Chief Academic Officer (CAO), and take appropriate action as described below.
8. Information obtained in the review will be used to recognize level of performance and determine appropriate action(s). Each faculty member being reviewed shall be placed in one of the following categories in accordance with criteria developed by individual schools or units as provided inHOOP 111 Faculty Review：
a. exceeds expectations;
b. meets expectations;
c. does not meet expectations; or
d. unsatisfactory.
9. Possible uses of the information contained in the report and appropriate actions based upon the report include the following:
a. The evaluation may be used to determine salary recommendations, nomination for awards, or other forms of performance recognition.
b. For individuals whose performance indicates they would benefit from additional institutional support or a remediation plan, the evaluation shall be used to provide such support or a remediation plan (e.g., teaching effectiveness assistance, counseling, or mentoring in research issues/service expectations). Any remediation plan shall include a timeline for monitoring. Schools and/or departments, in consultation with a peer committee as defined in each school or unit’s procedures, shall monitor individuals receiving such support for evidence of improvement and, if there is insufficient improvement, shall take action under (c) or Section 10, below, if appropriate.
c. Individuals whose performance is unsatisfactory may be subject to further review and/or to appropriate administrative action.
d. If incompetence, neglect of duty, or other good cause is determined to be present, appropriate disciplinary action may be taken under Section 10 below.
10. For tenured faculty members for whom incompetence, neglect of duty, or other good cause is found, review to determine if good cause exists for termination under箍133教师终止shall be considered. If disciplinary action other that termination is considered appropriate, such faculty members shall have access to procedures that include notice of the specific charges and a hearing prior to the imposition of disciplinary action. Any such hearing shall follow the procedures provided in箍133教师终止.
11.教师的上诉将根据HOOP 127 Faculty Grievances.