Evaluation of Faculty. A. The purpose of the evaluation process for unit members is to improve the quality of instruction, enhance academic growth, promote professionalism, and assess performance of unit members.
B. Unit members will be evaluated based on criteria including the following:
1. Responsive to the educational needs of students by exhibiting awareness of and sensitivity to the diversity of cultural backgrounds, gender, age, and lifestyles; variety of learning styles; and student goals and aspirations.
2. Concern for student rights and welfare, respect for the opinions and concerns of students, and willingness to assist students.
3. Maintenance of ethical standards in accordance with American Association of University Professors (AAUP) ethical standards statement (1940; revised 1987).
4. Maintenance of workable relationships with colleagues.
5. Specific criteria for each employee designations are as follows:
Evaluation of Faculty. 1. A formal evaluation shall be defined as a written assessment of a faculty member's performance to be used in determining personnel actions and/or assessing professional competence. The process of evaluation shall include observations of teaching and/or performance of professional duties.
2. The individual faculty member shall sign and date each formal evaluation report, shall receive a copy of each evaluation report and shall be permitted to file a written reply to any portion of such report to which he/she may take exception.
Evaluation of Faculty. Non-tenured full-time faculty shall be evaluated at least once a year for four (4) years following the process outlined in Article 19.
Evaluation of Faculty.
A. The purpose of the evaluation process for unit members is to improve the quality of instruction, enhance academic growth, promote professionalism, and assess performance of unit members.
B. Unit members will be evaluated based on criteria including the following:
1. Responsive to the educational needs of students by exhibiting awareness of and sensitivity to the diversity of cultural backgrounds, gender, age, and lifestyles; variety of learning styles; and student goals and aspirations.
2. Concern for student rights and welfare, respect for the opinions and concerns of students, and willingness to assist students.
3. Maintenance of ethical standards in accordance with American Association of University Professors (AAUP) ethical standards statement (1940; revised 2009).
4. Maintenance of workable relationships with colleagues.
5. Demonstration of commitment to the profession (Code of Ethics).
6. Specific criteria for each employee designations are as follows:
a. For Instructional Faculty:
1. Knowledge of subject matter;
2. Awareness of current developments and research in the field;
3. Demonstration of effective communication with students;
4. Effective use of teaching methods appropriate to subject matter, adherence to institutionally approved curriculum course outlines of record;
5. Evaluation of student progress through tests and examinations, written assignments, oral responses, etc. in keeping with course objectives;
6. Providing course syllabi to students;
7. Maintaining classroom records in accordance with District Policy;
8. Turning in all required student grading and evaluation reports in a timely manner.
b. For Coaches
1. Work through the athletic director on all matters pertaining to athletics;
2. Obtain final approval of the athletic director of all sports schedules;
3. In accordance with established rules and regulations, recruit athletes within the District by being visible at the District high school campuses and actively recruiting on the District high school campuses;
4. Maintain a businesslike working relationship and rapport with campus employees, organizations, District high school coaches, District communities and the various groups within these communities;
5. Maintain appropriate individual and team conduct and discipline;
6. Complete in a timely manner necessary paperwork which serves the function of the program;
7. Assume responsibility for securing information regarding eligibility of players, as appropriate;
8. Field full and...
Evaluation of Faculty. 10.1. Purpose The College is committed to a consistent, meaningful, and fair system of faculty evaluation in order to ensure that the College provides its students with the highest possible educational opportunity. Therefore, evaluation of faculty is conducted, the results of which are to be used for the purposes of: (a) recognizing outstanding faculty, (b) developing goals for professional growth, (c) sustaining faculty excellence, (d) improving the quality of instruction, and (e) assisting those who are responsible for recommending and granting tenure, promotion, and sabbatical leave.
Evaluation of Faculty. Adjunct faculty are evaluated in their first semester and then periodically after that. You will be notified in advance to schedule a day for a classroom observation. Evaluations follow a three step process. The first step is for the faculty member to complete a pre-observation form which is submitted to the evaluator. The next step is for the evaluator to attend a regular class for approximately one hour. The final step is for the faculty member and evaluator to meet to discuss the written evaluation. Faculty members are provided an opportunity to respond in writing to the evaluation. Once the steps are completed, the written evaluation is signed and submitted to the Xxxx of Academic Affairs with a copy provided to the faculty member.
Evaluation of Faculty. Non-tenured full-time faculty shall be evaluated at least once a year for four years following the process outlined in article 19.5. Tenured faculty shall be evaluated at least once every three (3) academic years (Education Code 87663(a)). Part-time faculty see Section 19.7. The purposes of faculty evaluation are:
19.1.1 To measure the effectiveness of faculty performance and to identify those areas needing improvement and provide assistance for improved faculty performance. Any areas of serious concern should be reviewed with the faculty member as soon as they are identified.
19.1.2 To encourage continued growth in teaching and learning, campus and departmental relationships, and participation in the College governance.
19.1.3 Actual observations of work performance for all faculty shall take place between the second (2nd) and the twelfth (12th) week of the semester.
19.1.4 To ensure compliance with District and State policies and standards.
19.1.5 To provide reasonable criteria for granting reappointment and/or permanent and continuing status.
Evaluation of Faculty. 16.1 General and Administrative Evaluation Objectives of the Evaluation Program
Evaluation of Faculty. A. The purpose of the evaluation process for unit members is to improve the quality of instruction, enhance academic growth, promote professionalism, and assess performance of unit members.
B. Unit members will be evaluated based on criteria including the following:
1. Responsive to the educational needs of students by exhibiting awareness of and sensitivity to the diversity of cultural backgrounds, gender, age, and lifestyles; variety of learning styles; and student goals and aspirations.
2. Concern for student rights and welfare, respect for the opinions and concerns of students, and willingness to assist students.
3. Maintenance of ethical standards.
4. Maintenance of workable relationships with colleagues.
5. Specific criteria for each employee designations are as follows:
Evaluation of Faculty. All tenured, tenure-track, adjunct, and restricted college faculty are to be evaluated according to the procedures outlined in this Article.
