STUDENT AFFAIRS DIRECTORS REAPPOINTMENT REVIEWS

STEPS IN RECOMMENDED COMPREHENSIVE REVIEW PROCESS

q	1. VCSA establishes the Review Committee for each review, after consultation with SA Director, appropriate unit personnel (e.g., administrators, faculty) and governance committees.
q	2. VCSA announces the review in the Eagle’s Eye and UMC Bulletin and/or appropriate campus publication. Indicates that if individuals are not formally asked for assessment information but would like to participate, contact should be made with the Chair of the Review Committee.
q	3. VCSA meets with the Review Committee to set the charge and 60 day timeline, identify for the committee additional administrative behaviors (may include performance issues or concerns raised over the last few years) and reminds committee that the information they gather is confidential.
q	4. Les Johnson, Human Resources, attends the first meeting of the Review Committee to review and clarify procedural guidelines, address questions, and provide education.
q	5. Review Committee obtains and reviews at a minimum the following information (prior to the start of the review): a) job responsibilities statement; b) annual goals, objectives, and accomplishments; c) previous P&A Reappointment reviews.
q	6. Review Committee develops assessment plan and criteria. It is recommended that the SA Director be requested to provide a reaction to a draft of the assessment instrument(s).
q	7. Review Committee conducts formal review process by obtaining and reviewing assessment information from targeted samples of major groups of people of diverse backgrounds with whom the individual has an affiliation such as peer administrators, direct and indirect reports, other faculty, and staff, students, subordinates, other administrators and external contacts.
q	8. Review Committee summarizes the collected data, conducts analysis and prepares a draft written report. The report is to assess performance strengths and key areas for improvement. If information received includes allegations of serious misconduct or illegal action, convey that information to the VCSA at the earliest possible time.
q	9. Review Committee meets with the SA Director to share and discuss the preliminary written report. Written information may be submitted by the SA Director to supplement or refute materials contained therein. The Committee shall determine if the information is appropriate and sufficient to revise the draft and/or to include in the official Review File.
q	10. Review Committee prepares the final written report. The official Review Committee File containing the summarized information along with raw data is forwarded to the VCSA.
q	11. VCSA meets with the SA Director to share and discuss the preliminary statement.

q	12. VCSA meets with the Review Committee to discuss their report, and then discharges the committee.
q	13. Depending on the information provided in the report, the VCSA may choose to do individual interviews with selected people in order to acquire a more in-depth perspective on specific performance issues. Documentation of these individual interviews (notes made by the VCSA with specific attribution, if appropriate) is to be placed in the Review File when information is to help inform renewal decisions, discipline, etc. Based on the report and discussion, prepares a written preliminary statement.
q	14. VCSA reviews the official Review File with the SA Director to and discusses the preliminary final statement. Written information may be submitted to the official Review File to supplement or refute materials contained therein meets.
q	15. VCSA prepares final review statement and makes appropriate personnel decisions in conjunction with other information. Statement is to contain performance strengths, areas needing attention, and appointment decision. The re-appointment decision is the responsibility of the VCSA.
q	16. VCSA shares with the SA Director final performance review statement; resources or strategies that will be made available to help address areas needing attention; and personnel decisions within six weeks following the completion of the review.
q	17. SA Director is given the opportunity to comment on the review; utilizes information from the review in structuring personal professional development activities and future job activities.