The dean and departmental faculty will evaluate chairs annually, as appropriate in the corresponding areas of administration and related service, teaching, and research/creative activities and in accordance with the bylaws of the department, school, college and university policy. Based on the faculty evaluations and their own assessment, the dean will make final recommendations for merit and salary adjustments, if available, for the chair on an annual basis. Refer to UNT Policy 06.007 (Annual Evaluation and Reappointment of Academic Administrators) for additional information.
If the chair and dean mutually agree on a reappointment, the dean initiates a comprehensive
review in the fall semester of the reappointment year of the chair's term of service.
For chairs hired during an off-cycle (e.g., January, June, or August), the tenure
begins September 1 of that year. The review will include a chair's self-evaluation
of the unit's achievements and goals. This evaluation will be reported to the departmental
faculty, staff, and the dean. The review process must also solicit faculty and staff
input on the chair's leadership abilities and accomplishments. Feedback from departmental
faculty and staff must be collected in a way that preserves anonymity and addresses
suggestions for improvement. The dean, or dean's designee, will use the self-evaluation,
faculty and staff inputs, and other evaluative reports made available through the
Faculty Senate in preparing the final report and making the reappointment decision.
The dean will meet with the candidate to share the results of the comprehensive report
and indicate specific actions for continuous improvement if a reappointment is made.
Deans, on their own initiative or as a consequence of a request by the departmental
faculty, can institute an interim review. If an interim review is requested, the comprehensive
assessment including a self-evaluation, faculty input, and dean's assessment also
is required. When a chair decides not to continue in the position, no reappointment
review is required.
Unless a reversion salary was stipulated in the chair's offer letter, the reversion salary for a chair returning to full-time faculty is the 9-month equivalent of the 12-month administrative base, plus any adjustments (e.g., merit, market), which may have been applied to the base academic year salary during the term. The administrative supplement for a chair will not carry forward in the base salary. Refer to UNT Policy 06.009 (Tenured Administrators Returning to Full-Time Academic Status) for additional information. A tenured Chair retains tenure rights.