This information was prepared for implementing the extended review requirement of Penn State University Policy AC-40, Evaluation of Faculty Performance.
Jump to topic
Extended Review Information
The extended review process is intended to help faculty members maintain scholarship in teaching, research, and outreach throughout their careers. The extended review process is distinguished from the annual review process by the requirement for a longer range (five years) assessment of performance and goals.
Extended review of faculty performance in the College of Medicine will occur at five-year intervals following the award of tenure. For example, if a faculty member was awarded tenure July 1, 2015, the first extended review will take place during the Spring Semester of 2020.
Department Chairs will prepare a list of future extended review dates for each of the faculty members in the department and will circulate the list to faculty by Jan. 1 of each year. Extended reviews in the College of Medicine will:
- Be performed at the Department level.
- Be constructive and conducted with the goal of faculty development.
- Include the annual allocation of effort reports by faculty for the current and past four years.
- Be conducted in conjunction with the HR-40 annual review for the year when the extended review is performed.
- Link faculty performance to available rewards.
Extended reviews will be performed by the Department Chair and/or Division Chief. The results of the extended review, as will all annual evaluations, will be reported by the Department Chair to the faculty member.
The extended review process may include peer review by Penn State faculty (e.g. departmental promotion and tenure committees) and must involve one-on-one discussion with a supervising administrator.
A narrative statement will be requested from the faculty member. The faculty member will be given at least 4 months of notice prior to the deadline for receipt of the narrative statement. The narrative statement should describe the following.
- Faculty member’s goals for professional development
- Past accomplishments (most recent 5 years or up to 10 years for fixed-term assistant professors)
- List future objectives to meet goals
- May describe accomplishments not apparent in CV
- May not be more than 3 pages in length, and preferably contained within 2 pages or less
An updated CV will be submitted for review. In addition to demonstrating the scholarly accomplishments of the faculty member, the CV should include all activities that represent service to College of Medicine, the University or the faculty member’s professional organizations. The CV should highlight all accomplishments within the prior 5 years or could be a CV describing only the past 5 years.
Effort allocation should be enumerated for each of the mission areas. The AC40 annual reviews spanning the 5 year period under review will be included.
Documentation of accomplishments in teaching and patient care (if applicable) should also be included. For teaching, these items may include (but are not limited to):
- Listing of courses taught
- Course director letters
- Lectures provided
- Medical student evaluations
- Graduate student evaluations (SRTE)
- Teaching awards
- Resident and fellow evaluations
- Peer review of teaching (optional)
- Students/trainees mentored
- Professional meeting presentations and publications done with students or trainees.
Patient care evaluations are unique to the College of Medicine. Documentation of professional development and scholarship in this area may include (but are not limited to):
- Listing clinical activity
- Comparison of clinical productivity with benchmark standards
- Patient satisfaction scores
- Quality improvement initiatives led by the faculty member
- Quality measurements of clinical activity
- Peer review of clinical performance (optional)
- National recognition of clinical expertise (e.g. Best Doctors in America recognition, professional society recognitions or awards)
Per AC-40, written documentation of the results of the extended review will be provided by the administrator to the faculty member by the end of the academic year in which the review takes place.
Performance should be measured against University Promotion and Tenure Criteria (AC21 and AC23), and Department Promotion and Tenure criteria taking into account the performance of the faculty member in all mission areas (teaching, research, patient care and service).
Updated October 2019.
Adopted April 2005
Effective July 1, 2005
Revised February 4, 2010
Formatting revised August 2016