The faculty of Texas A&M University-Commerce measures its performance against a high standard of excellence in teaching, research, or other scholarly and creative activities (RSCA) and service. This standard is maintained by hiring highly-qualified professionals and by conducting annual reviews of performance. Departments hire professionals whose credentials and achievements clearly indicate their ability and potential to make professional contributions in a changing environment. Tenure is granted to each faculty member by carefully assessing, over a period of time, contributions to teaching, RSCA and service. Faculty members continue to be reviewed on an annual basis to ensure their continued effectiveness and development.

Post tenure review at A&M-Commerce applies to tenured faculty members and begins with an annual review of performance based on the Texas A&M University System and A&M-Commerce criteria (refer to the A&M System Policy 12.01 and A&M-Commerce Procedure A12.01 Academic Freedom, Tenure and Responsibility). In cases where there is evidence of minimal or unsatisfactory performance, the creation of professional development plans and subsequent review of performance are required.

A professional review will be initiated when a tenured faculty member has received confirmation from the Provost and Vice President for Academic and Student Affairs of a second consecutive overall performance rating of 4 or greater. The department head will inform the faculty member of the required review and the procedures to be followed. A faculty member can be exempt from review upon recommendation of the department head and approval of the college dean when substantive mitigating circumstances exist, including, but not limited to, serious illness.

The professional development plan is an agreement indicating how specific deficiencies in a faculty member's performance (as indicated by the review committee) will be remedied. The plan, to be approved by the dean, will be developed by the faculty member in collaboration with the department head and the faculty review committee.

If after two years of the plan's implementation (no later than May 15), the faculty member has not shown improvement in the identified deficiency areas and has not achieved an overall rating of 3 or better, dismissal procedures may be initiated in accordance with the A&M System Policy 12.01 and A&M-Commerce Procedure A12.01. An extension of no more than one year may be granted by the dean upon the recommendation of the department head. The university administration shall bear the burden of proof for establishing the cause for dismissal of faculty.

If a faculty member believes that the provisions of this procedure are unfairly applied, a grievance can be field under the provisions of the A&M System Policy 12.01 and A&M-Commerce Procedure A12.01.