The institution regularly evaluates the effectiveness of each faculty member in accord with published criteria, regardless of contractual or tenured status.
Prairie View A&M University conducts evaluations of all faculty members in accord with published criteria, regardless of contractual or tenure status. The annual evaluation or review process is described in the section on Annual Review in the Faculty Handbook  and in appointment letters  . The Handbook explains that to “facilitate and encourage dialogue between Department Head and faculty members, and to aid in constructive development of faculty members, an annual review is conducted for faculty members with an appointment as a professor at any rank, an instructor, a lecturer at any rank, or a librarian" . As noted in the Faculty Handbook under the section Appointment and Advancement, the University employees Regular and Special Faculty. Regular faculty are tenured and tenure-track; Special are temporary, non-tenure accruing faculty. Given the current faculty classifications, all faculty members regardless of contractual or tenured status are reviewed annually. As Special Faculty, Graduate Assistants are also reviewed.
The terms and conditions of employment are found in the Faculty Handbook along with a description of the faculty categories . The academic responsibility of the faculty is found in Rule 12.01.99.P1 Prairie View A&M University Procedures, Rules, Information , and Texas A&M University System Policy 12.01 Academic Freedom, Responsibilities, and Tenure . Section 2.1 of TAMUS Policy 12.01 states that “The fundamental responsibilities of the faculty members as teachers and scholars include maintenance of competency in their field of specialization and the exhibition of professional competence in the classroom, studio or laboratory and in the public arena through activities such as discussions, lectures, consulting performances, exhibitions, publications and participation in professional organizations and meetings” .
Faculty are evaluated using evaluation forms as appropriate. A yearly evaluation instrument  , teaching evaluation form   , both of which vary by college and department as can be seen by the examples provided below, and the Student Opinion Survey   instrument are used across the university to evaluate the effectiveness of each faculty member.
The Faculty Handbook explains that the annual review of lecturers focuses on performance and potential for continued appointment  . Student Opinion Surveys are used to evaluate all faculty, including lecturers . Reviews for other non-tenure track faculty, such as research   and clinical faculty  , focus on performance aligned with what is stated in the faculty member’s appointment or reappointment letter  . For tenured and tenure track faculty   , the annual review focuses on their progress in a long-term scholarly career. The review is conducted differently or can be supplemented depending upon the different stages of the faculty member’s career, as noted by sample post-tenure reviews  . For tenure track assistant professors and instructors, the annual review process provides an indication as to their progress towards tenure and promotion, usually in the comments provided by the Department Head at the end of the yearly evaluation  , but the most important mechanism is the mid-tenure review letter following a portfolio review  . As instructors or assistant professors, visiting faculty or adjuncts are reviewed on a yearly basis as well  . Librarians are also evaluated .
The Graduate Catalog addresses the review of Graduate Teaching Assistants, though only Doctoral Teaching Assistant appointments are made at the University. These faculty members have at least the earned master's degree and a minimum of eighteen graduate credits in the teaching field. All Doctoral Teaching Assistant appointments require direct supervision. As noted in the Graduate Catalog, "Each assistant must be assigned to a supervisor who will give guidance and assist the student in carrying out work assignments. The supervisor is responsible for assigning tasks, monitoring the progress of work, keeping a record of hours worked, and evaluating the performance of the student. At the end of each school year, each supervisor must submit an evaluation of the work performance of the students supervised" . Teaching evaluation and work performance instruments are used to evaluate teaching assistants   . Training or final supervisor reports  are sent to the Doctoral Teaching Assistant's Department Head if he or she is not the student's supervisor.
After the annual review is completed, "a letter is sent by the Department Head to the Dean of the College, with a copy to the Provost and Senior Vice President for Academic Affairs. The Department Head must also provide the faculty member with a written statement regarding progress and performance" . Sample statements can be found at the end of the annual review forms    or in review letters  . Faculty evaluations are forwarded from the Department Head to the Dean of the College.
The criteria for tenure and promotion are found in the Faculty Handbook, and further details of the tenure and promotion process are presented in the PVAMU Rule 12.06.99 and the Tenure and Promotion Guidelines . Continued productivity of tenured faculty is pivotal to the preservation and advancement of institutional quality. A system of post-tenure review is also used as part of the faculty evaluation process  .