Common use of EVALUATION AND PROMOTION Clause in Contracts

EVALUATION AND PROMOTION. 217 A. All Employees shall be subject to evaluation by the Employer. The evaluation of Employee performance includes student evaluations, classroom observations, an assessment of an Employee’s professional development, as well as other appropriate items as indicated in this article. 218 Employees who are scheduled for evaluation in an upcoming academic year shall be notified in writing by April 1st of the academic year preceding the evaluation. A list of Employees scheduled for evaluation shall be provided simultaneously to the Union. 219 A Department Head may, in consultation with the College Xxxx, require a previously unscheduled evaluation of an Employee, should evidence of serious performance problems arise. In all such cases, such notification of an unscheduled evaluation must be provided to the Employee, concurrently with written notification to the Union, within thirty (30) calendar days of when the Department Head first becomes aware of the problem. Such evaluations will follow the Periodic Evaluation and remediation procedures described below. 220 Student Evaluations and Classroom Observations do not apply to supervisors of student teachers and Employees assigned to the Library. In the case of Library Employees, professional performance shall be the equivalent of instructional effectiveness. 221 All Employees shall have the responsibility to engage in pursuits that enable them to expand their knowledge base and remain current in their respective disciplines. Such activities include, but are not limited to, advanced course work taken in pursuit of a higher academic degree in the Employee’s discipline or area of specialization. Participation in any such activity, however, is not considered evidence of professional development; rather, it is how the Employee applies the knowledge gained to his/her classroom instruction or professional performance that shall be assessed by the department. 222 For evaluation and for the purposes of determining an Employee’s eligibility for promotion, only work completed since the last evaluation, or the date of the Employee’s first term appointment, whichever is later, shall be evaluated. This limitation shall not apply to graduate level coursework that an Employee may have accumulated over a longer period of time in order to meet academic criteria minima. 223 Evaluations conducted under this agreement can have the following outcomes: 224 Exceeds expectations Meets expectations 225 B. Types of Evaluations 226 There are three (3) types of evaluations: 227 1. Initial Evaluations

EVALUATION AND PROMOTION. 217 219 A. All Employees shall be subject to evaluation by the Employer. The evaluation of Employee performance includes student evaluations, classroom observations, an assessment of an Employee’s professional development, as well as other appropriate items as indicated in this article. 218 220 Employees who are scheduled for evaluation in an upcoming academic year shall be notified in writing by April 1st of the academic year preceding the evaluation. A list of Employees scheduled for evaluation shall be provided simultaneously to the Union. 219 221 A Department Head may, in consultation with the College Xxxx, require a previously unscheduled evaluation of an Employee, should evidence of serious performance problems arise. In all such cases, such notification of an unscheduled evaluation must be provided to the Employee, concurrently with written notification to the Union, within thirty (30) calendar days of when the Department Head first becomes aware of the problem. Such evaluations will follow the Periodic Evaluation and remediation procedures described below. 220 222 Student Evaluations and Classroom Observations do not apply to supervisors of student teachers and Employees assigned to the Library. In the case of Library Employees, professional performance shall be the equivalent of instructional effectiveness. 221 223 All Employees shall have the responsibility to engage in pursuits that enable them to expand their knowledge base and remain current in their respective disciplines. Such activities include, but are not limited to, advanced course work taken in pursuit of a higher academic degree in the Employee’s discipline or area of specialization. Participation in any such activity, however, is not considered evidence of professional development; rather, it is how the Employee applies the knowledge gained to his/her classroom instruction or professional performance that shall be assessed by the department. 222 224 For evaluation and for the purposes of determining an Employee’s eligibility for promotion, only work completed since the last evaluation, or the date of the Employee’s first term appointment, whichever is later, shall be evaluated. This limitation shall not apply to graduate level coursework that an Employee may have accumulated over a longer period of time in order to meet academic criteria minima. 223 225 Evaluations conducted under this agreement can have the following outcomes: 224 226 Exceeds expectations Meets expectations 225 227 B. Types of Evaluations 226 228 There are three (3) types of evaluations: 227 229 1. Initial Evaluations 249 a. The Employee’s teaching philosophy 250 b. A reflection on teaching experience or teaching effectiveness at EMU 251 c. Curricular or pedagogical innovations the Employee has developed 252 d. Discussion of professional development related to teaching responsibilities 253 e. Other material relevant to the Employee’s job performance. 254 Extraordinary Achievement. If s/he so chooses, the Employee may include discussion or evidence of service or professional development beyond that which is directly related to the Employee’s teaching assignment. Such discussion or evidence shall be taken into account by the Department Head, but shall not result in an overall negative review. 255 Employees must submit their promotion materials as a package (including student evaluations, classroom observations, course materials, self- evaluations, etc.) to their Department Head no later than February 1st of the year in which they apply. 256 Promotion evaluations completed outside the normal schedule for Initial and Periodic evaluations shall have the effect of resetting the schedule for the next Periodic evaluation. For example, an Employee who applies for promotion in year six (6) of employment would next undergo evaluation in year ten (10). 257 For purposes of determining an Employee’s eligibility for promotion, only work completed since the last evaluation, or the date of the Employee’s first term appointment, whichever is later, shall be evaluated, except as described below. This limitation shall not apply to graduate- level course work that an Employee might have accumulated over a longer period of time in order to meet academic criteria minima.

EVALUATION AND PROMOTION. 217 A. 979 All Employees shall be subject to evaluation by the Employer. The areas of evaluation include 980 teaching and other assigned work. The teaching evaluation of Employee performance includes will 981 include student evaluations, course materials and classroom observations, an assessment . The evaluation of an Employee’s professional development, as well as 982 other assigned work of the Employee will include appropriate items documentation as indicated in this article. 218 Employees who are scheduled for evaluation in an upcoming academic year shall be notified in writing by April 1st of the academic year preceding the evaluation. A list of Employees scheduled for evaluation shall be provided simultaneously 983 Article, and as applicable to the Uniondiscipline and other assigned work. 219 A Department Head may, in consultation with the College Xxxx, require a previously unscheduled evaluation of an Employee, should evidence of serious performance problems arise. In 984 For all such cases, such notification of an unscheduled evaluation must be provided to the Employee, concurrently with written notification to the Union, within thirty (30) calendar days of when the Department Head first becomes aware of the problem. Such evaluations will follow the Periodic Evaluation and remediation procedures described below. 220 Student Evaluations and Classroom Observations do not apply to supervisors of student teachers and Employees assigned to the Library. In the case of Library Employees, professional performance shall be the equivalent of instructional effectiveness. 221 All Employees shall have the responsibility to engage in pursuits that enable them to expand their knowledge base and remain current in their respective disciplines. Such activities include, but are not limited to, advanced course work taken in pursuit of a higher academic degree in the Employee’s discipline or area of specialization. Participation in any such activity, however, is not considered evidence of professional development; rather, it is how the Employee applies the knowledge gained to his/her classroom instruction or professional performance that shall be assessed by the department. 222 For evaluation and for the purposes of determining an Employee’s eligibility for promotion, 985 only work completed since the last evaluation, or the date of the Employee’s first term 986 appointment, whichever is latermost recent, shall be evaluated. This limitation 987 Evaluations will normally follow the procedures established below. In unique circumstances, 988 Department Heads may amend the evaluation procedure below to reflect department operations. 989 These amended procedures shall be subject to approval by the Associate Vice President of 990 Academic Human Resources and the Union. Employees impacted by the amended procedures 991 will be notified of the approved changes. 992 In cases where Student Evaluations and/or Classroom Observations do not apply apply, for example 993 Employees assigned to graduate level coursework that an the Library, professional performance shall be the equivalent of 994 instructional effectiveness, as determined by the Department Head. 995 The Employee may have accumulated over will be notified in their appointment letter if a longer period of time in order department uses discipline specific 996 measures to meet academic criteria minimaassess performance (e.g., accreditation standards, licensing requirements). 223 997 Subsequent changes to these measures will be provided to the Employee through revised 998 appointment letters. 999 Evaluations conducted under this agreement can have the following outcomes: 224 1000 • Exceeds expectations 1001 • Meets expectations 225 B. Types 1002 • Does not meet expectations 1003 An evaluation shall be considered successful if an Employee achieves a rating of Evaluations 226 There are three (3) types of “meets 1004 expectations” in student evaluations: 227 1, classroom materials and classroom observations. Initial EvaluationsIf 1005 applicable, applicants must provide evidence having maintained accreditation and licensing 1006 requirements in their discipline.

EVALUATION AND PROMOTION. 217 210 A. All Employees shall be subject to evaluation by the Employer. The evaluation of Employee performance includes student evaluations, classroom observations, an assessment of an Employee’s professional development, as well as other appropriate items as indicated in this article. 218 211 Employees who are scheduled for evaluation in an upcoming academic year shall be notified in writing by April 1st of the academic year preceding the evaluation. A list of Employees scheduled for evaluation shall be provided simultaneously to the Union. 219 212 A Department Head may, in consultation with the College Xxxx, require a previously unscheduled evaluation of an Employee, should evidence of serious performance problems arise. In all such cases, such notification of an unscheduled evaluation must be provided to the Employee, concurrently with written notification to the Union, within thirty (30) calendar days of when the Department Head first becomes aware of the problem. Such evaluations will follow the Periodic Evaluation and remediation procedures described below. 220 213 Student Evaluations and Classroom Observations do not apply to supervisors of student teachers and Employees assigned to the Library. In the case of Library Employees, professional performance shall be the equivalent of instructional effectiveness. 221 214 All Employees shall have the responsibility to engage in pursuits that enable them to expand their knowledge base and remain current in their respective disciplines. Such activities include, but are not limited to, advanced course work taken in pursuit of a higher academic degree in the Employee’s discipline or area of specialization. Participation in any such activity, however, is not considered evidence of professional development; rather, it is how the Employee applies the knowledge gained to his/her classroom instruction or professional performance that shall be assessed by the department. 222 215 For evaluation and for the purposes of determining an Employee’s eligibility for promotion, only work completed since the last evaluation, or the date of the Employee’s first term appointment, whichever is later, shall be evaluated. This limitation shall not apply to graduate level coursework that an Employee may have accumulated over a longer period of time in order to meet academic criteria minima. 223 216 Evaluations conducted under this agreement can have the following outcomes: 224 217 Exceeds expectations Meets expectations 225 218 B. Types of Evaluations 226 219 There are three (3) types of evaluations: 227 : 220 1. Initial Evaluations 221 Initial Evaluations are conducted in the first year of an Employee’s initial appointment period. Initial Evaluations include the following: 222 Student evaluations, where available. Student Evaluations shall be conducted in accordance with Eastern Michigan University policy and shall include the two core items on all classroom evaluations and no less than an additional six (6) questions appropriate to the course format, which are applicable to the department in which an Employee teaches. Student evaluations are conducted in each Fall and Winter academic term. Employees shall be responsible for retaining all original copies of approved student evaluation forms for the period of time that they are applicable to future evaluations of the Employee. 223 Classroom Observations. Classroom observations shall be conducted during the initial evaluation of instruction. Classroom observations shall be conducted by the Department Head (or his/her designee), and shall be scheduled with reasonable advance notice. Results of classroom observations shall be provided to the Employee in written format within ten (10) working days of the observation, with copies to the Employee’s personnel file. 224 Course Materials. Examples of course syllabi, assignments, exams, or other supportive material that further informs the Employee’s teaching effectiveness or approach to teaching. 225 Employees must submit their evaluation materials as a package (including student evaluations, classroom observations, course materials, etc.) to their Department Head no later than February 1st. 226 2. Periodic Evaluations 233 3. Promotion Evaluations 240 a. The Employee’s teaching philosophy 241 b. A reflection on teaching experience or teaching effectiveness at EMU 242 c. Curricular or pedagogical innovations the Employee has developed 243 d. Discussion of professional development related to teaching responsibilities 244 e. Other material relevant to the Employee’s job performance. 245 Extraordinary Achievement. If he/she so chooses, the Employee may include discussion or evidence of service or professional development beyond that which is directly related to the Employee’s teaching assignment. Such discussion or evidence shall be taken into account by the Department Head, but shall not result in an overall negative review. 246 Employees must submit their promotion materials as a package (including student evaluations, classroom observations, course materials, self- evaluations, etc.) to their Department Head no later than February 1st of the year in which they apply. 247 In those instances where the Employee receives a rating of “exceeds expectations” on student evaluation ratings, classroom visitation ratings, and provides evidence of exceeding expectations regarding application of his/her professional development to enhance his/her classroom instruction, the Employer may waive the academic requirements for promotion from Lecturer I to Lecturer II, and from Lecturer II to Lecturer III, subject to the recommendation of the Department Head, notification of the Xxxx, and approval of the Xxxxxxx’x Office. Such waivers shall not unreasonably be denied. 248 Promotion evaluations completed outside the normal schedule for Initial and Periodic evaluations shall have the effect of resetting the schedule for the next Periodic evaluation. For example, an Employee who applies for promotion in year six (6) of employment would next undergo evaluation in year ten (10). 249 For purposes of determining an Employee’s eligibility for promotion, only work completed since the last evaluation, or the date of the Employee’s first term appointment, whichever is later, shall be evaluated, except as described below. This limitation shall not apply to graduate- level course work that an Employee might have accumulated over a longer period of time in order to meet academic criteria minima. 250 For Employees who were last scheduled for evaluation in the 2010-2011, 2011-2012, or 2012-2013 academic years, the next Periodic or Promotion evaluation shall be based upon the summary materials from the last evaluation (Employee narrative statement and department recommendations) located in the Employee’s personnel file, plus work completed since the last evaluation. 251 Employees who were scheduled for, but did not undergo, evaluation in 2010-2011, 2011-2012, or 2012-2013 shall be evaluated on the basis of work completed since the last scheduled evaluation and may, at the Employee’s discretion, include additional material going back no more than four years. Lack of previously completed evaluation or lack of some components of previous evaluation shall not be considered a bar to future satisfactory Periodic or Promotion evaluations