Common use of Board of Review for Tenured Faculty Members Clause in Contracts

Board of Review for Tenured Faculty Members. 9.11.1 The Board of Review shall be composed of the appropriate Vice President or designee and the LBCCFA President or designee. The Board of Review shall be chaired by a third party acceptable to the other two. No member of the Board of Review shall have served on the Evaluation Team or re-evaluation team that submitted the evaluation or re- evaluation in question. 9.11.2 The Board of Review has the responsibility to review the evaluation process. It shall determine whether the evaluation or re-evaluation process was conducted in accordance with the procedures outlined in this Article. The Board of Review shall meet within ten (10) days of formation and as often as the members decide by majority vote to be necessary. Meetings of the Board of Review shall be held at times when all participants can be present. If meetings cannot be scheduled without conflicting with the class assignments of the Board of Review members or the evaluee, classroom substitutes shall be provided by the District. The evaluee shall be present at all meetings of the Board of Review, unless the evaluee declines to do so, though will be excluded while the Board of Review deliberates on its decision. All decisions made by the Board of Review shall be determined by majority vote of the members of the Board of Review and signed immediately by all members who are in agreement. Any minority reports shall be signed at the same time. 9.11.3 The findings of the Board of Review shall be submitted to the Vice President of Human Resources within three (3) working days of the last meeting of the Board of Review. 9.11.3.1 If the Board of Review finds that the evaluation or re-evaluation was not conducted in accordance with the procedures of this Article, the matter should be submitted to the Vice President of Human Resources or their designee. If that person finds the error(s) to be substantive, i.e., that the evaluation may have been significantly different than what the committee produced, then the evaluation should be declared invalid and the evaluee shall be evaluated or re-evaluated in the academic year following the academic year in which the Board of Review made its finding. However, if the error(s) are determined to not be substantive (as described above), the evaluation shall stand, but the errors will be noted on an attachment to the evaluation by the Vice President of Human Resources or their designee. In addition, if the Vice President of Human Resources or designee determines that the errors can be corrected, the Vice President of Human Resources or designee has discretion to direct that they be corrected. 9.11.3.2 If the Board of Review finds that the evaluation or re-evaluation was conducted in accordance with the procedures outlined in this Article, one of the following shall occur: 9.11.3.2.1 In the case of an “annual evaluation”, the re-evaluation shall be conducted the following semester. 9.11.3.2.2 In the case of a “re-evaluation”, the Vice President of Human Resources shall forward all findings, recommendations, statements, and reports prepared by the Evaluation Team, the re-evaluation team, and the findings of both Boards of Review, to the Superintendent- President. Copies of these materials shall be given to the evaluee immediately and copies shall be retained in the files of the Human Resources Office. 9.11.3.3 The Superintendent-President shall forward their written recommendation for action to the Board of Trustees along with the Evaluation Team’s recommendation. 9.11.4 If a dismissal hearing is held, the Vice President of Human Resources shall notify the LBCCFA President of the date, time and place of the hearing, by email at least five (5) working days in advance of the hearing. 9.11.5 If the employee is not dismissed, then all findings, recommendations, statements, and reports and all copies of such held by the Evaluation Team, re-evaluation team and the Boards of Review shall be forwarded to the Vice President of Human Resources, who shall seal the documents and place them in the employee’s personnel file.

Board of Review for Tenured Faculty Members. 9.11.1 The Board of Review shall be composed of the appropriate Vice President or designee and the LBCCFA President or designee. The Board of Review shall be chaired by a third party acceptable to the other two. No member of the Board of Review shall have served on the Evaluation Team or re-evaluation team that submitted the evaluation or re- evaluation in question. 9.11.2 The Board of Review has the responsibility to review the evaluation process. It shall determine whether the evaluation or re-evaluation process was conducted in accordance with the procedures outlined in this Article. The Board of Review shall meet within ten (10) days of formation and as often as the members decide by majority vote to be necessary. Meetings of the Board of Review shall be held at times when all participants can be present. If meetings cannot be scheduled without conflicting with the class assignments of the Board of Review members or the evaluee, classroom substitutes shall be provided by the District. The evaluee shall be present at all meetings of the Board of Review, unless the evaluee declines to do so, though will be excluded while the Board of Review deliberates on its decision. All decisions made by the Board of Review shall be determined by majority vote of the members of the Board of Review and signed immediately by all members who are in agreement. Any minority reports shall be signed at the same time. 9.11.3 The findings of the Board of Review shall be submitted to the Vice President of Human Resources within three (3) working days of the last meeting of the Board of Review. 9.11.3.1 If the Board of Review finds that the evaluation or re-evaluation was not conducted in accordance with the procedures of this Article, the matter should be submitted to the Vice President of Human Resources or their designee. If that person finds the error(s) to be substantive, i.e., that the evaluation may have been significantly different than what the committee produced, then the evaluation should be declared invalid and the evaluee shall be evaluated or re-evaluated in the academic year following the academic year in which the Board of Review made its finding. However, if the error(s) are determined to not be substantive (as described above), the evaluation shall stand, but the errors will be noted on an attachment to the evaluation by the Vice President of Human Resources or their designee. In addition, if the Vice President of Human Resources or designee determines that the errors can be corrected, the Vice President of Human Resources or designee has discretion to direct that they be corrected. 9.11.3.2 If the Board of Review finds that the evaluation or re-evaluation was conducted in accordance with the procedures outlined in this Article, one of the following shall occur: 9.11.3.2.1 In the case of an “annual evaluation”, the re-evaluation shall be conducted the following semester. 9.11.3.2.2 In the case of a “re-evaluation”, the Vice President of Human Resources shall forward all findings, recommendations, statements, and reports prepared by the Evaluation Team, the re-evaluation team, and the findings of both Boards of Review, to the Superintendent- Superintendent-President. Copies of these materials shall be given to the evaluee immediately and copies shall be retained in the files of the Human Resources Office. 9.11.3.3 The Superintendent-President shall forward their written recommendation for action to the Board of Trustees along with the Evaluation Team’s recommendation. 9.11.4 If a dismissal hearing is held, the Vice President of Human Resources shall notify the LBCCFA President of the date, time and place of the hearing, by email at least five (5) working days in advance of the hearing. 9.11.5 If the employee is not dismissed, then all findings, recommendations, statements, and reports and all copies of such held by the Evaluation Team, re-evaluation team and the Boards of Review shall be forwarded to the Vice President of Human Resources, who shall seal the documents and place them in the employee’s personnel file.