Faculty are evaluated by the administration with the following criteria:

• teaching effectiveness;
• creative, scholarly work and/or professional activity; and
• service to the school, department, and Institute, its students, and the community.

Administration approval of promotion and tenure is dependent upon a record that includes these components, all of which should be addressed in the promotion and/or tenure application.

Sources of documentation include, but are not necessarily limited to:

• chair evaluations;
• student course evaluations;
• peer evaluations;
• publications and/or exhibition catalogs;
• records of accomplishment such as election or appointment to creative or scholarly posts;
• course syllabi and other course material;
• examples of professional work; and
• examples of student work.

Pratt Institute recognizes that excellence in teaching is the most important attribute of a faculty member. Aspects and qualities that may be consid-ered by the administration in assessing teaching effectiveness include, but are not limited to, the following:

• command of one’s subject;
• ability to organize subject matter and to present it clearly, coherently, and imaginatively;
• knowledge of current developments in one’s discipline;
• ability to relate one’s subject to other areas of knowledge and to broader cultural and social concerns;
• ability to provoke and broaden student interest in the subject matter;
• ability to utilize effective teaching methods and strategies;
• flexibility and versatility in accommodating teaching to changes in curricular structure and content;
• possession of the attributes of integrity, industry, open-mindedness, and objectivity in teaching;
• ability to elicit the highest quality in students’ work;
• open-minded, respectful, and compassionate concern for the student as a person and as a future professional.

Creative and Scholarly Work and Professional Activity
Effective teaching necessitates active involvement in the creative and scholarly developments in the individual’s field. Each faculty member has an obligation to maintain a high level of professional competence and to keep abreast of the activity in his/her field. An individual faculty member’s creative or scholarly work should be evaluated in terms of its quality, its level of recognition among peers, and its significance to the particular discipline. Evidence of appropriate endeavors may include:

• exhibitions and/or performances;
• publications;
• design activity including inventions and patents;
• grants and commissions;
• advanced study;
• presentations at professional meetings;
• studio activity.

In addition to creative or scholarly work, other evidence of professional involvement includes:

• receipt of fellowships and grants, patents, commissions, prizes or commendations;
• appointment in a creative or scholarly capacity to a regional, state or national post;
• participation in professional organizations, conferences, and institutes;
• a leadership position in professional organizations;
• presentation of papers before learned societies;
• further education, i.e., post-master’s degree and post-doctorate education;
• service in the individual’s professional area as a consult-ant or resource person.

Service to the School, Department, the Institute and the Community
Pratt Institute depends upon its faculty for quality services rendered outside the classroom. Therefore, a full-time faculty member is expected to participate in the broader concerns of the Institute. Such participation may include but is not limited to the following:

• service on department, school or Institute committees;
• participation in the decision-making and curriculum development processes;
• service and participation in the business of the general faculty (e.g., faculty meetings, faculty committees, academic senate);
• fulfillment of special assignments (e.g., administrative assignments such as recruitment);
• service as chair of a department or chair of a committee;
• attendance at Institute functions, such as exhibitions, openings, performances, lectures, commencement, and community events;
• contribution to curriculum development and change;
• service to the community as professional expert/advisor.

Service to the Student Body
Although each faculty member has an obligation to advise students with regard to class work and to serve as a department or school advisor for students majoring in his or her area, other service to the student body may include but is not limited to the following:

• advising in student activities;
• advising incoming students;
• planning and/or participating in curriculum-related enrichment activities outside course requirements;
• organizing material and advising students with special interests (e.g., graduate school, advanced training programs).

Evaluation Process
See CBA, Article 16
The evaluation process at the Institute is a means by which members of the faculty can obtain constructive and balanced information that will enable them to grow, improve and better fulfill their academic responsibilities and to develop in their field of expertise.

Members of the full-time faculty should receive regular evaluation of the performance of their faculty assignments, and they have the responsibility to report on progress made in their program of professional development.

A copy of full-time faculty evaluation documents should be forwarded to the Office of Human Resources for the faculty member’s permanent personnel file.

Student Evaluation of Teaching
All faculty should participate in the process of student evaluation of courses. Prior to the conclusion of each semester, department evaluation forms for student response will be distributed to each class and completed forms forwarded to department offices. Faculty may not review them until the semester is over and grades have been submitted to the registrar through the department chair. Both the departmental peer committee and the chair should review the student evaluations as part of the annual evaluation process. The original survey forms should be forwarded to the file of record in the Office of Human Resources.