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:

Section 3. Scope of the Performance Review.

2. 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.

3. 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.

4. 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.

5. 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.

6. 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.

7. 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.

8. 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.

4. 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.

5. 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.