Performance Review of Faculty
(Source: Faculty Contract)
ARTICLE 7 - FACULTY ADVANCEMENT
Section 1. Introduction.
Faculty advancement is designed to emphasize the importance
of and to support the professional development of faculty members, ensure
teaching excellence, enhance the learning process, and align the College's
reward system with professional performance. Faculty advancement components
shall include the annual performance review, award of continuing contract,
promotion, and the Faculty Endowed Chair. The College will distribute an
annual time table for all aspects of faculty advancement.
Section 2. Performance Review.
Each annual performance review shall contain:
Student evaluation of faculty.
The self assessment, including discussion
of student success and student retention.
Classroom visitation observations
(announced and unannounced).
Meeting work expectation standards, as
indicated in Article 21; as observed by or provided to the Chair.
Contributions to department, school,
campus, College, and community.
Completion of the previous year's goals.
Development of goals for the next academic
Section 3. Scope of the Performance Review.
Basis. The performance review examines
information from a variety of sources as the basis for the continued
professional development of the faculty member. All references to academic
credits and degrees are semester hour credits and must be from a regionally
Professional Standards. A faculty member
is required to meet professional standards, as described in this Agreement.
The performance review narrative shall address the performance of the
faculty member inside and outside the classroom and state goals for the next
academic year. In addition, the commentary will address the incorporation of
strategies that motivate students to learn and create a climate conducive to
learning and evidence of student learning, including student success and
Components. The components of the
performance review are:
Student Evaluation of Faculty.
Student Feedback Instrument. Because the Student
Feedback Instrument directly impacts the faculty performance review, the
Student Feedback Instrument will be agreed to by both parties. The
Student Feedback Instrument used for classroom faculty will be modified
by the parties as appropriate for Faculty Librarians and Alternate
Faculty on Continuing Contract. During
the Fall term only, students in all classes for classroom faculty in the
bargaining unit shall be administered a student feedback instrument.
During the Fall term only, faculty librarians will survey students in
their roles as Reference Librarians and as part of any in-load Library
Instructional Units (to a maximum of five ) they conduct in a like
manner, according to the process established. Faculty on approved leave
during the Fall term shall be rescheduled for student evaluation during
the Spring term.
Faculty on Annual Contract. Students
in all classes for classroom faculty in the bargaining unit shall be
administered a student feedback instrument. Faculty librarians will
survey students in their roles as Reference Librarians and as part of
any in- load Library Instructional Units (to a maximum of five ) they
conduct in a like manner, according to the process established.
Student Evaluation Process. An
appropriate process and schedule to collect student feedback for all
faculty shall be developed and approved by the College. The results for
all student evaluations shall be provided simultaneously to the faculty
member and the Chair, and also be made available for student review.
Evaluation summaries made available for student review will contain
statistical data only. Evaluative judgments derived from these data made
by the Department Chair shall focus on appropriate statistical analyses
with significance and validity.
Self Assessment. All faculty will
complete a self assessment that includes a discussion of student feedback,
student success and retention, completion or progress toward attainment of
the previous year's goals, completion of Professional Development
activities, review of activities consistent with work expectations, and
contributions to the department/school, campus, College, and community.
Faculty Visitation [announced and
unannounced]. A minimum of one unannounced classroom visitation each year
will be conducted by the Chair for each full-time faculty member in the
department. Faculty Librarians will have one unannounced visitation
scheduled in the same manner. Additional announced and unannounced
visitations will be at the discretion of the Chair. The process for
faculty visitation will include (1) a pre-visit discussion between the
Chair and faculty member, (2) the classroom or library visitation, and (3)
a post-observation conference, if requested by the Chair and/or the
faculty member. During the post-observation conference, the faculty member
may request an additional classroom visitation. Because the Observation
Instruments used for both classroom faculty and faculty librarians
directly impact the annual faculty performance review, such instruments
will be agreed to by both parties.
Meeting Work Expectation Standards as
Observed by or Provided to the Chair. This process includes, but is not
limited to, a review of course syllabi, efforts made toward the
development of new programs and curricula, use of technology in the
classroom or labs, availability to students, provision of advisement
services, assistance with recruitment and retention efforts, mentoring new
faculty, personal observations in the workplace, input from students,
disciplinary action, etc.
Contributions to Department/School,
Campus, College, Community. This section provides an opportunity for
faculty to further promote the goals of the College by actively serving on
committees, participating in grant writing efforts, advising student
organizations, serving in professional organizations, etc. Activities in
the community to be used as part of the performance review shall be
approved in advance by the supervisor and relate to College goals.
Completion of the Previous Year's Goals.
The faculty self assessment will provide a discussion of completion or
progress toward attainment of each goal. The Chair shall make the final
determination as to whether the goals were successfully completed.
Development of Goals for the Following
Academic Year. Goals for the following academic year will be mutually
discussed and agreed to by the Chair and the faculty member.
Final Rating. The final rating of each
faculty member shall be determined by the Chair. The final rating shall be
Commendable Performance, Satisfactory Performance, or Performance Needs
Improvement. The professional judgment of the evaluator is not subject to
the grievance procedure. Faculty rated "Performance Needs Improvement" will be required to submit a Plan of Action designed to improve
performance during the following academic year. The Plan of Action will be
approved by the Department Chair. Because the Rating Instrument Rubric
used directly impacts the annual faculty performance review, the Rating
Instrument Rubric will be agreed to by both parties.
Appeal of Performance Review. Any alleged
false, misleading, or omitted information for the performance review will be
examined by the Dean upon written request of the faculty member. If such
information is determined by the Dean to be false or misleading, the
performance review will be modified as appropriate. If omitted information
is determined by the Dean to be relevant to the performance review, such
information will be added. The Dean has authority to change the final rating
under any circumstances. The decision of the Dean is final. No dispute over
an interpretation of "false," "misleading," or "omitted information" will be
subject to the grievance procedure.
Faculty Addendum. If a faculty member
disagrees with the content of the performance review, or comments added by
other managers in the administrative line, the faculty member may, within
five (5) working days, attach an addendum and note same on the performance
review cover sheet.