Al Ain University

Faculty Members Evaluation

Faculty members are annually evaluated at the end of each academic year by the Chairperson. The evaluation takes into consideration the faculty member’s progress in teaching, research activity and service.

Full evaluation for the performance of the faculty member takes place at the

1. End of the probation period.
2. Each renewal of contract.
3. Occasion of promotion to higher rank.

The criteria for full evaluation are

• Quality of teaching.
• Research and scholarly publications.
• Professional development and community service.

Quality of Teaching

The quality of teaching is a primary consideration in the selection, retention, and promotion of faculty members. The criteria for quality teaching include

1. Planning, organization, development and presentation of subject matter in the classroom.
2. Communicating and reinforcing values.
3. On going development of the teaching material.
4. Awareness of new professional knowledge and educational techniques.
5. Efficient use and appropriate management of the educational facilities.
6. Ability to motivate and involve students in the learning process.
7. Appropriate respect for the intellectual needs of students.
8. Management of seminars, colloquia, or other forms of planned faculty member-student interaction.
9. Supervision of dissertations, theses, and independent study.
10. Providing a stimulating atmosphere within which students can learn and grow   intellectually.
11. Frequent and active presence on campus.
12. Student counseling and advising.
13. Participation in activities that promote interaction between student life and the academic environment.
14. Exemplary model for the students.

Student evaluations of teaching effectiveness will be important tools in ascertaining teaching effectiveness and will be used in evaluation and review of faculty at all levels.

Also peer evaluations will be important tools in ascertaining scholarly achievement of the faculty member and will be used in evaluation and review of faculty embers at all levels.

Research and Scholarly Publications

Faculty members are expected to:

• Involve themselves in serious scientific research and publishing it.
• Publish books and references.
• Participate in conferences and academic forums.
• Give priority to research related to the development plans of the country.
• Engage in interdisciplinary research.
• Encourage and supervise students’ research.
• Mentoring other colleges’ research.

Professional development and Community Service

It is expected of the faculty member:

• Participate actively in various committees.
• Serve in academic management.
• Contribute to the establishment or development of an academic unit
• Participate in extracurricular activities and between workshops.
• Participate in professional development activity of other faculty members and personnel.
• Proposing consultancy to the community bodies and institutions in his/her field.
• Join professional associations in his/her fields.
• Actively involved in refereeing academic activities.
• Participate in the activities of off-campus professional committees.
• Participate in the activities of national, regional or international professional organizations.

 Performance Categories

1. The performance categories for evaluating all faculty members are:  
   • Outstanding.
   • Very good.
   • Satisfactory.
   • Needs improvement.
   • Unsatisfactory.
2. The evaluation report must include the following elements:
   • The faculty member's written self-evaluation and evidence of performance in the three domains (Teaching, Research, and Community Service).
   • As part of the self-evaluation, the faculty member should propose a plan at the beginning of the academic year describing what he/she is going to achieve and how, and report at the year end stating what has been achieved.
   • Standardized student evaluations as established by university policy.
3. Each faculty member shall receive an annual written evaluation from the department Chair. The evaluation will place the faculty member in one of the five performance categories specified above, and discuss the objective reasons for the placement.
4. Faculty members who believe that this policy has been unfairly or improperly implemented can follow the proper and formal channels for approval.