SACUA to review evaluation system

University President Lee Bollinger discussed concerns surrounding faculty evaluations of executive officers, chairs and deans at yesterday's Senate Advisory Committee on University Affairs meeting.

Bollinger and the faculty's executive governing body talked extensively about ways to improve a process that has not been used since October 1995.

"At that time I was a dean, and I did not think this was a very effective way of dealing with the issues of trust, communication and directions," said Bollinger, who served as dean of the Law School. "It created a sense of antagonism."

But now, Bollinger said, he encourages faculty evaluations of University officials.

"I would not oppose an ongoing system of evaluations. I'm not going to make any objections," he said. "We're open to evaluation, whatever form it takes."

Sociology Prof. Don Deskins, a SACUA member, said the evaluation process needs to exhibit "parallelism."

"It should run both ways," Deskins said. "Evaluations of faculty have moved from a helpful device to a basis for decisions."

Deskins also said the evaluations need to be given to officers' superiors, making the process comparable to the evaluations of faculty and giving the reports a purpose.

"If faculty feel the administration must be evaluated to even the field, then let's do it," Bollinger said. "The question is how."

SACUA and Bollinger agreed the Academic Affairs Advisory Committee would be a good coordinating body for the process, citing the three-year terms of the members and their subsequent familiarity with University officials.

"There is no question that SACUA or Senate Assembly can help establish a process, but it must come from other faculty units," said pharmacology Prof. William Ensminger, the SACUA chair.

The frequency of evaluations also came under consideration. Options include issuing a report at the mid-point of a dean or chair's term or as the term concludes.

The distinction between evaluating deans and executive officers will prove to be another obstacle.

Bollinger, although supportive, voiced reservations.

"We have to worry about turning the University into a constant polling atmosphere," Bollinger said. "You don't ask all of your closest friends for a yearly evaluation. We must be careful not to let this move towards bureaucratization.

"My basic principle is to make the research and teaching environment so good that nobody leaves for a better one," he said. "There are certain University disciplines that need improvement."

Director of Human Resources Jackie McClain also talked with SACUA, addressing the need for a revitalization of the faculty ombuds program.

The job of the Faculty Ombuds Office essentially is to handle grievances and to communicate between the faculty and the administration.

"The current system allows each school to decide the method of ombuds selection," McClain said. "Is there a desire to keep this flexibility, or should we impose a uniform structure?"

McClain also stressed the need to get the program running smoothly and keep it that way, offering annual training in conflict management as one support initiative.

"We need to do more than get this set up, but to maintain this program in the future," McClain said.

McClain asked SACUA to find up to four faculty members interested in joining a committee regarding faculty ombuds development.

10-27-98