REPORTING PROCEDURES

ANNUAL PERFORMANCE EVALUATION

DEPARTMENT OF HEALTH SCIENCE

  1. The purpose for the New Mexico State University's Department of Health Science "Performance Evaluation" instrument is to establish departmental guidelines for the evaluation of teaching, research, publication, grant writing, and university and community service. The intent is to encourage faculty to make progress in all areas. In the early fall of 1993, the Department of Health Science faculty adopted of a flexible percentage weighing for effort.
  2. The areas listed under #1 above represent the three areas to be evaluated. First is teaching, which is assessed through various criteria, listed under #3 below. Second is research and publications, including books & chapters, journal articles, papers and presentations, and funded research. The third section covers departmental, college and university service, as well as service to the profession, state and nation.
  3. Criteria applied in each of the sections referenced above under #2 are listed below:

Teaching (50% to 60% of total)
    1. Formal student evaluations (25 pts or half of teaching portion) (20-30%)
    2. Chairman's evaluation of such indices as attendance, accessibility, observations, comments, as well as an evaluation written materials (course organizations, content, goals, objectives, activities, bibliography, assignments, evaluation methods, grade assignment patterns, etc.) (15 pts max.) (15%)
    3. Students advisement (up to 10%)
    4. Graduate student's committees (5% bonus max.)
    5. Teaching Improvement activities (5% or pts max.) (attendance/participation at specially designated "Teaching Seminars" available through NMSU's CED, participation in GS 590 "College Teaching" course--which is worth 5% automatically, or else provide special justification why other events attended should be designated to count as teaching improvement work.

Research & Publications (20-40% or more of total)

(here national works count higher than regional/state works; peer-reviewed more than non-peer reviewed, etc.) These works are categorized according to:
    1. Publications
      1. Peer reviewed journal articles
      2. Non-peer reviewed journal articles
      3. Other (books, book chapters, monographs, abstracts)
    1. Professional & Peer Presentations

      2. 1. National

      2. District/State

    2. Funded research (and submitted but not funded)

University & Professional Service (10%-20% of total)

This category includes service work for the profession, the university, college and department; and for the community. Each of the areas below are given credit based upon whether the contributions are at the local/state, district, or national/international levels.
    1. Memberships in professional organizations
    2. Review/editorial work
    3. University, College, & Departmental committees
    4. Professional/community service (offices held, committee members, workshops/institutes given, community presentations, consultantships, etc.)
    5. Professional meetings attended
    6. Awards/Honors
    7. International activities
    8. Senior faculty leadership contributions

Department Head's Evaluation Bonus

(Rarely given. Intended for exceptional contributions to the program, college, profession or community.) (up to 5% maximum)

On an annual basis, each faculty member is requested to update their vita, complete the Performance Evaluation from the College of Health and Social Services, and complete the department's performance evaluation instrument as far as is possible. The department head uses recent student evaluations to complete IA, and considers other information at his or her disposal (including the faculty member's vita) and completes a draft version of the evaluation. Each faculty member has the opportunity to submit written justification of why in his or her view, publications, etc. should be given additional merit points credit. Finally, a private meeting is scheduled with each individual faculty to discuss the evaluation and establish new goals and objectives for the forthcoming calendar year. The performance evaluation and goals statement are then discussed with the CHSS Dean and upon approval, presented to the faculty member for signature. The Dean uses the evaluation and goals in subsequent spring meetings with the Department Health and the Dean of the graduate School. No salary adjustment recommendations are discussed until final approval by the NMSU administration (late spring)--as according to AP & P Guidelines. These procedures are outlined in the NMSU Faculty Handbook (available on-line at www.nmsu.edu).

UPDATED 08/11/2000