Appeal of an Evaluation. A faculty member who disagrees with the factual contents of the Faculty Evaluation Performance Review form or who claims the Administrator failed to follow evaluation procedures, shall have the right to file a grievance at Step 1 of the grievance procedure as outlined in Article 11 of this Agreement. If the grievance relates to the factual content of the evaluation, the burden of proof will be upon the grievant to demonstrate by clear and convincing evidence that the factual content of the evaluation is wrong.
Appeal of an Evaluation. If the issue remains unresolved after the above steps; or, if the faculty member receives less than a “Satisfactory” evaluation and disagrees with the factual contents of the faculty evaluation; or, if the faculty member believes the Academic Xxxx/Supervising Administrator failed to follow proper evaluation procedures, the faculty member shall have the right to file a grievance following the procedure in Article 13 of this Agreement. If the grievance relates to the factual content of the evaluation, the administration shall demonstrate that the factual content of the evaluation is correct.
A. Such grievance shall be filed at Step 2 and within ten (10) contractual duty days of receipt of Academic Xxxx/Supervising Administrator ’s response. In the event the faculty member receives no response from the Academic Xxxx/Supervising Administrator, the grievance shall be filed no later than twenty (20) contracted duty days after the deadline for such response from the Academic Xxxx/Supervising Administrator.
B. As an alternative to the above grievance procedure, any faculty member receiving an evaluation of less than “satisfactory” may appeal the decision in accordance with the College’s discrimination grievance procedure.
Appeal of an Evaluation. A. If the bargaining unit member receives an overall evaluation rating of “Needs Improvement” or “Unsatisfactory” and believes the supervisor failed to follow proper evaluation procedures or included factually inaccurate information, the bargaining unit member shall have the right to pursue the grievance and arbitration procedures in this Agreement. No claim or evaluative conclusion involving the exercise of managerial judgment or discretion shall be subject to the grievance procedure. The sole procedure for resolving disputes over the exercise of managerial judgment or discretion provided in this Agreement shall be paragraph B below.
Appeal of an Evaluation. A part-time instructional faculty member who considers the evaluation to be incomplete, inaccurate or unjust shall have the right to attach a written response within ten (10) working days of the meeting with the department chair or Xxxx.
Appeal of an Evaluation. If the issue remains unresolved after the above steps; or, if the faculty member receives less than a “Satisfactory” evaluation and disagrees with the factual contents of the faculty evaluation; or, if the faculty member believes the supervising administrator failed to follow proper evaluation procedures, the faculty member shall have the right to file a grievance following the procedure in Article 13 of this Agreement. If the grievance relates to the factual content of the evaluation, the administration shall demonstrate that the factual content of the evaluation is correct.
A. Such grievance shall be filed at Step 2 and within ten (10) contractual duty days of receipt of supervising administrator’s response. In the event the faculty member receives no response from the supervising administrator, the grievance shall be filed no later than twenty (20) contracted duty days after the deadline for such response from the supervising administrator.
B. As an alternative to the above grievance procedure, any faculty member receiving an evaluation of less than “satisfactory” may appeal the decision in accordance with the College’s discrimination grievance procedure.
Appeal of an Evaluation. A faculty member who disputes the factual content of his or her faculty evaluation or alleges a violation of any procedure in this article shall have the right to file a grievance pursuant to Article V of this Agreement. The timeline to file such a grievance shall begin at the conclusion of the Performance Review.
A. Such grievances shall be filed at Step 1 of the grievance procedure within fifteen (15) contractual duty days of the Performance Review. Should the appeal not be resolved in step 1, the appeal will progress through the steps of the grievance procedure outlined in Article IV of this Agreement. Procedural and Factual Disputes shall be subject to the arbitration process, outlined in Article V.
B. For any bargaining unit member who receives an overall rating of unsatisfactory, the supervisor will collaborate with the faculty member to identify any deficiencies and provide suggestions, professional development opportunities, or otherwise assist the bargaining unit member with any necessary correction or remediation and develop a Performance Improvement Plan to address areas where performance requires improvement.
C. Bargaining unit members with evaluations rated “Unsatisfactory” must submit their Performance Improvement Plan to their supervisor within ten (10) contracted duty days following the Performance Review. The Performance Improvement Plan period shall not exceed one semester following the initial “Unsatisfactory” rating. Evidence of progress on any Performance Improvement Plan must be included in the subsequent performance evaluation.
D. A continuing contract bargaining unit member who receives an “Unsatisfactory” rating in any two out of three years may be subject to be returned to annual contract. A continuing contract bargaining unit member who receives “Unsatisfactory” ratings in three out of five years may be subject to dismissal.
