ANNUAL EVALUATION PROCEDURE. The following procedure will be used for conducting annual performance evaluations, except that, in the case of faculty unit members holding professorial rank who submitted applications for promotion or tenure, the process will be limited to the discussions contemplated under §§ 12.3(1A) and (2A). The performance review of faculty unit members who elected to retain professorial rank while serving in library positions will proceed under §§ 1C through 5C below, but consideration will also be given to delivery of instruction, research and service under institutional standards implementing Board Policy No. 4:38 for professorial ranks. Faculty unit members who hold appointments split between professorial and librarian ranks will be evaluated under the procedures that pertain to the rank assigned for their primary employment, and their performance in each role will be evaluated independently based upon that standards that pertain to that role. The evaluation will be placed in the faculty unit member's personnel file and will address: Professorial Ranks:
ANNUAL EVALUATION PROCEDURE. Annual evaluation will take place in the Fall of each year. All faculty members, except those in their first year, will participate. The process involves the review of the previous year‟s Faculty Development Plan (FDP); an Annual Report of Faculty Activities; submission of student evaluations; review of these materials by the members of the School/Department, review of all materials by the Department Chair/School Xxxx; and the provision of written feedback to the faculty member by the Department Chair. In instances in which the faculty member belongs to an academic Department, the review and provision of feedback will be the responsibility of the Department Chair, with the results forwarded to the Xxxx for review. In instances in which the faculty member does not belong to an academic Department, the review and provision of feedback will be conducted directly by the School Xxxx. Except in cases in which serious deficits in performance have been identified, the Annual Evaluation process for tenured faculty ends with the School or College Xxxx. In cases where there is a serious deficit in a tenured faculty member‟s annual review, the results will be forwarded to the VPAA, who in consultation with the School or College Xxxx, xxxx determine if further action is merited. (For tenured faculty see Article 24, Post Tenure Review.) For tenure-track faculty see the following sections.
ANNUAL EVALUATION PROCEDURE a. The Assistant Superintendent for Business or his/her designee will prepare a narrative evaluation each school year which shall include at a minimum a review of attendance, quality of supervision of staff, quality of work, organizational skills, leadership, knowledge of job, interactions with District Office and Building administration, and such other criteria as the District may determine in its sole discretion.
ANNUAL EVALUATION PROCEDURE. The evaluation procedure remains at the mutual discretion of the City Council and City Manager and may be modified at any time. In general, the evaluation process will include the following steps:
