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Majors & Degrees

Faculty Evaluation

Policy 1.18
Approved by: President
Responsible Officer: Provost and Senior Vice President for academic affairs
Responsible Office: Academic Affairs
Originally Issued: 2013 Standards Document
Last Revision: 06/03/2023
Category: Academics
Related Policy
SDBOR Policy 4.4.5 Faculty Compensation
SDBOR Policy 4.4.7 Tenure and Continuing Appointments
SDBOR Policy 4.4.6 Rank and Promotion
SDBOR Policy 4.4.4 Faculty Evaluation
SDBOR Policy 4.4.3 Statement Concerning Faculty Expectations


This policy provides the framework for faculty annual evaluation, promotion, and tenure or continuing appointment. 


See Board Policy for definitions of specific faculty classifications.

  1. Appendix E. This term may be used synonymously for faculty annual review. It refers to the appendix associated with faculty evaluation in the COHE collective bargaining agreement which was discontinued in 2020.
  2. Service: The donation of time, effort, and energy, without significant compensation, to activities that draw upon the faculty member’s professional expertise and knowledge. Significant compensation is defined as more than $600. Activities that are performed as part of contracted administrative duties such as program coordinator, assessment coordinator, paid club advisor, etc., cannot be listed as service to the University.


  1. Dakota State University strives for excellence through accomplishment of its mission and strategic initiatives, and the institution’s faculty contribute to the university’s success through their specific assignments and accomplishments.
  2. All faculty holding professorial rank (unless otherwise specified in a faculty member’s contract) must be significantly active in the broad areas of teaching and advising; scholarship, research and creative activity; and service.
  3. A faculty whose primary responsibility is teaching is expected to undertake an effort equivalent to that needed to deliver 30 credit hours of instruction per academic year. However, professorial faculty are also assigned reasonable time to support active research, scholarship or creative artistic activity and professional service obligations – generally the equivalent of 6 credit hours of instruction.  A faculty member whose primary responsibility is research is expected to undertake the effort needed to maintain a research program recognized nationally for its excellence. 
  4. Faculty members are responsible for discharging their instructional, scholarly, and service duties civilly, constructively and in an informed manner. They must treat their colleagues, staff, students, and visitors with respect, and they must comport themselves at all times, even when expressing disagreement or when engaging in pedagogical exercises, in ways that will preserve and strengthen the willingness to cooperate and to give or to accept instruction, guidance or assistance. (See BOR Policy 4.4.3.)
  5. The university will maintain a set of standards, developed between the university and its faculty, that define the university’s qualitative and quantitative expectations for faculty in light of the university’s mission, the faculty member’s discipline and the faculty member’s rank and role within the university. The standards set forth broad statements that define professional achievement and excellence evidenced through professional behaviors of the faculty. These professional behaviors are used to determine the faculty member’s annual performance ratings and eligibility for a continuing contract. They are also used to determine the faculty member’s eligibility for promotion and tenure and other university decisions that are naturally linked to faculty performance, such as appointment to the graduate faculty or other, similar recognition.
  6. The university will ensure faculty receive clear feedback on their performance annually through a faculty annual review process. Performance will be evaluated on criteria required by SDBOR Policy 4-38 and Dakota State University Faculty Performance Standards.
  7. The university will ensure faculty receive clear feedback regarding their progress toward promotion and/or tenure or continuing appointment as a component of faculty annual review.
  8. The university will ensure all university policies and procedures pertaining to faculty evaluation, promotion, tenure, and continuing appointments are readily available to faculty.
  9. The university will ensure new faculty hired by Dakota State University will be instructed on how to access Board of Regents policies and Dakota State University policies and related documents pertaining to faculty evaluation, promotion, tenure, and continuing appointment within the first month of their first contract.
  10. The university will engage faculty in a process of shared governance to regularly review university policies, standards, and related documents pertaining to faculty evaluation, promotion, tenure, and continuing appointments.
  11. Dakota State University adheres to all Board of Regents policies pertaining to faculty evaluation, promotion, tenure, and continuing appointments. If there is a discrepancy between the Board of Regents policy and a Dakota State University policy, procedure, or related materials, the Board of Regents policy supersedes university policy.


Visiting professors and post-doctorate fellows hired on a term contract who do not receive a subsequent contract will not receive a performance evaluation and are not eligible for tenure, promotion, or a continuing contract.     




  1. Supervisors shall conduct annual faculty reviews using the procedures outlined in the Faculty Annual Review Process document.
  2. Tenure and promotion evaluation shall be conducted using the procedures outlined in the Promotion and Tenure Process document.


Faculty Annual Review Form (DOCX)

Faculty Annual Review Guide (PDF)

Faculty Performance Standards (PDF)

Promotion and Tenure Guide (PDF)


Adopted: 2013 Standards Document

Revised: 06/03/2023