Evaluation of Probationary Faculty. 7.6.1 All probationary faculty are reviewed annually until tenure is granted or the faculty member is not reappointed. The annual review shall be completed by March 1. Under no circumstances is an evaluation of a faculty member undertaken without that individual’s knowledge. 7.6.2 Within the academic unit, evaluation consists of the following: 7.6.2.1 In the first year of appointment: 7.6.2.1.1 The faculty member shall meet with the department chair (or xxxx in colleges without separate departments) to discuss any first-year goals specified in the letter of offer (such as the completion of a terminal degree). 7.6.2.1.2 The faculty member and the chair may also discuss any activities that meet departmental standards in the areas of teaching and/or librarianship, scholarship/creative activity, and service and that demonstrate the candidate’s progress toward departmental standards for tenure. 7.6.2.1.3 The chair (or xxxx) shall summarize the results of the meeting and shall provide an assessment of the faculty member in a letter of review to the xxxx (or Xxxxxxx). The chair shall share the letter with the candidate prior to submission to the next level. The candidate shall be permitted five working days to submit a response addressing any errors of fact. 7.6.2.1.4 The xxxx (or Xxxxxxx) shall review the letter to verify compliance with department and college standards. A copy of the final letter shall be provided to the faculty member and the Xxxxxxx by March 15. 7.6.2.2 For all other years prior to application for tenure: 7.6.2.2.1 Unless they are on leave, all tenured faculty are expected to submit an individual written assessment of the dossier and to vote. Tenured faculty on leave may, but are not required to, submit an individual written assessment of the dossier and vote. Probationary faculty, non-tenure-track faculty, and staff do not vote. 7.6.2.2.2 The candidate shall submit a dossier with all of the materials described in section 7. 7.2.1 covering the time period from the candidate’s start date at WWU. The dossier shall demonstrate progress toward tenure as defined in the departmental standards since the original appointment. 7.6.2.2.3 Tenured faculty shall evaluate the dossier and submit a recommendation using the forms provided in the department or college. 7.6.2.2.4 The chair shall summarize individual written faculty evaluations and recommendations for or against renewal. The chair’s letter to the xxxx (or Xxxxxxx) shall include a complete and substantial assessment of the candidate’s dossier and recommend for or against renewal in a letter to the xxxx. If disparities exist among the individual written faculty evaluations, the chair must include an assessment of the basis of these disparities. 7.6.2.2.5 The chair shall share the letter with the faculty member prior to submission to the next level. The candidate shall be permitted five working days to submit a response addressing any errors of fact. 7.6.2.2.6 The xxxx (or Xxxxxxx) shall review the letter to verify compliance with departmental and college standards and procedures. A copy of the final letter shall be provided to the faculty member and the Xxxxxxx by March 15. 7.6.2.2.7 In instances when serious deficiencies arise that could lead to future non-reappointment, the review letter must explain the following: the specific deficiencies, measurements to determine whether they have been remedied, and the time frame allowed for correction. 7.6.3 Conditions for Termination/Non-Renewal of Probationary Appointment 7.6.3.1 The only circumstances under which a probationary appointment may be terminated during a one-year contract are: 7.6.3.1.1 Dismissal as provided in Section 19. 7.6.3.1.2 Reduction in force as provided in Section 21.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation of Probationary Faculty. 7.6.1 All probationary faculty are reviewed annually until tenure is granted or the faculty member is not reappointed. The annual review shall be completed by March 1, unless an approved leave requires a postponement. Under no circumstances is an evaluation of a faculty member undertaken without that individual’s knowledge.
7.6.1.1 In cases of written notice of a faculty member’s intention to resign/retire, the faculty member may choose not to be reviewed in the last year of service.
7.6.1.2 The first year probationary review for new tenure track faculty who start midway through the academic year may be postponed until the second academic year.
7.6.2 Within the academic unit, evaluation consists of the following:
7.6.2.1 In the first year of appointment:
7.6.2.1.1 The faculty member shall meet with the department chair (or xxxx in colleges without separate departments) to discuss any first-year goals specified in the letter of offer (such as the completion of a terminal degree).
7.6.2.1.2 The faculty member and the chair may also discuss any activities that meet departmental standards in the areas of teaching and/or librarianship, scholarship/creative activity, and service and that demonstrate the candidate’s progress toward departmental standards for tenure.
7.6.2.1.3 The chair (or xxxx) shall summarize the results of the meeting and shall provide an assessment of the faculty member in a letter of review to the xxxx (or Xxxxxxx). The chair shall share the letter with the candidate prior to submission to the next level. The candidate shall be permitted five (5) working days to submit a response addressing any errors of fact.
7.6.2.1.4 The xxxx (or Xxxxxxx) shall review the chair’s letter to verify compliance with department and college standards. A copy of the final chair’s letter shall be provided to the faculty member and the Xxxxxxx by March 15.
7.6.2.2 For all other years prior to application for tenure:
7.6.2.2.1 Unless they are on leave, all tenured faculty are expected to submit an individual written assessment of the dossier and to vote. Tenured faculty on leave may, but are not required to, submit an individual written assessment of the dossier and vote. Probationary faculty, non-tenure-track faculty, and staff do not vote.
7.6.2.2.2 The candidate shall submit a dossier with all of the materials described in section 7.
7.2.1 covering the time period from the candidate’s start date at WWU. The dossier shall demonstrate progress toward tenure as defined in the departmental standards since the original appointment.
7.6.2.2.3 Tenured 7.6.2.2.2 Unless they are on leave, all tenured faculty shall evaluate (except the chair) are expected to submit an individual written assessment of the dossier and to assess whether the candidate is progressing or not progressing toward tenure. Tenured faculty on leave may, but are not required to, submit a recommendation using the forms provided in the department or college.
7.6.2.2.4 The chair shall summarize an individual written faculty evaluations assessment of the dossier and recommendations for assess whether the candidate is progressing or against renewalnot progressing toward tenure. The chair’s letter to the xxxx (or Xxxxxxx) shall include a complete Probationary faculty, non-tenure-track faculty, and substantial staff do not submit an assessment of the candidate’s dossier and recommend for or against renewal in progress.
7.6.2.2.3 The chair writes a letter to the xxxxXxxx. If disparities exist among The letter has three (3) parts. In the first part, the chair summarizes the individual written faculty evaluations, assessments and summarizes the chair must include an assessment individual assessments of the basis of these disparities.
7.6.2.2.5 The chair shall share the letter with the faculty member prior to submission to the next levelcandidate’s progress towards tenure. The candidate shall be permitted five working days to submit a response addressing any errors of fact.
7.6.2.2.6 The xxxx (or Xxxxxxx) shall review the letter to verify compliance with departmental and college standards and procedures. A copy of the final letter shall be provided to the faculty member and the Xxxxxxx by March 15.
7.6.2.2.7 In instances when serious deficiencies arise that could lead to future non-reappointment, the review letter must explain the following: the specific deficiencies, measurements to determine whether they have been remedied, and the time frame allowed for correction.
7.6.3 Conditions for Termination/Non-Renewal of Probationary Appointment
7.6.3.1 The only circumstances under which a probationary appointment may be terminated during a one-year contract are:
7.6.3.1.1 Dismissal as provided in Section 19. 7.6.3.1.2 Reduction in force as provided in Section 21.In
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation of Probationary Faculty. 7.6.1 All probationary faculty are reviewed annually until tenure is granted or the faculty member is not reappointed. The annual review shall be completed by March 1, unless an approved leave requires a postponement. Under no circumstances is an evaluation of a faculty member undertaken without that individual’s knowledge.
7.6.1.1 In cases of written notice of a faculty member’s intention to resign/ retire, the faculty member may choose not to be reviewed in the last year of service.
7.6.1.2 The first year probationary review for new tenure track faculty who start midway through the academic year may be postponed until the second academic year.
7.6.2 Within the academic unit, evaluation consists of the following:
7.6.2.1 In the first year of appointment:
7.6.2.1.1 The faculty member shall meet with the department chair (or xxxx in colleges without separate departments) to discuss any first-year goals specified in the letter of offer (such as the completion of a terminal degree).
7.6.2.1.2 The faculty member and the chair may also discuss any activities that meet departmental standards in the areas of teaching and/or librarianship, scholarship/creative activity, and service and that demonstrate the candidate’s progress toward departmental standards for tenure.
7.6.2.1.3 The chair (or xxxx) shall summarize the results of the meeting and shall provide an assessment of the faculty member in a letter of review to the xxxx (or Xxxxxxx). The chair shall share the letter with the candidate prior to submission to the next level. The candidate shall be permitted five (5) working days to submit a response addressing any errors of fact.
7.6.2.1.4 The xxxx (or Xxxxxxx) shall review the chair’s letter to verify compliance with department and college standards. A copy of the final chair’s letter shall be provided to the faculty member and the Xxxxxxx by March 15.
7.6.2.2 For all other years prior to application for tenure:
7.6.2.2.1 Unless they are on leave, all tenured faculty are expected to submit an individual written assessment of the dossier and to vote. Tenured faculty on leave may, but are not required to, submit an individual written assessment of the dossier and vote. Probationary faculty, non-tenure-track faculty, and staff do not vote.
7.6.2.2.2 The candidate shall submit a dossier with all of the materials described in section 7.
7.2.1 covering the time period from the candidate’s start date at WWU. The dossier shall demonstrate progress toward tenure as defined in the departmental standards since the original appointment.
7.6.2.2.3 Tenured 7.6.2.2.2 Unless they are on leave, all tenured faculty shall evaluate (except the chair) are expected to submit an individual written assessment of the dossier and to assess whether the candidate is progressing or not progressing toward tenure. Tenured faculty on leave may, but are not required to, submit a recommendation using an individual written assessment of the forms provided in dossier and assess whether the department candidate is progressing or collegenot progressing toward tenure. Probationary faculty, non-tenure-track faculty, and staff do not submit an assessment of the candidate’s progress.
7.6.2.2.4 7.6.2.2.3 The chair shall summarize writes a letter to the Xxxx. The letter has three (3) parts. In the first part, the chair summarizes the individual written faculty evaluations assessments and recommendations for or against renewalsummarizes the individual assessments of the candidate’s progress towards tenure. The chair’s letter to In the xxxx (or Xxxxxxx) shall include a second part, the chair writes their own complete and substantial assessment of the candidate’s dossier and recommend assesses the faculty member’s progress towards tenure. Finally, in the third part, the chair recommends for or against renewal in a letter to the xxxx. If disparities exist among the individual written faculty evaluations, the chair must include an assessment of the basis of these disparitiesaccordance with 7.6.
7.6.2.2.5 The chair shall share the letter with the faculty member prior to submission to the next level. The candidate shall be permitted five working days to submit a response addressing any errors of fact.
7.6.2.2.6 The xxxx (or Xxxxxxx) shall review the letter to verify compliance with departmental and college standards and procedures. A copy of the final letter shall be provided to the faculty member and the Xxxxxxx by March 15.
7.6.2.2.7 In instances when serious deficiencies arise that could lead to future non-reappointment, the review letter must explain the following: the specific deficiencies, measurements to determine whether they have been remedied, and the time frame allowed for correction.
7.6.3 Conditions for Termination/Non-Renewal of Probationary Appointment
7.6.3.1 The only circumstances under which a probationary appointment may be terminated during a one-year contract are:
7.6.3.1.1 Dismissal as provided in Section 19. 7.6.3.1.2 Reduction in force as provided in Section 21.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation of Probationary Faculty. 7.6.1 All probationary faculty are reviewed annually until tenure is granted or the faculty member is not reappointed. The annual review shall be completed by March 1. Under no circumstances is an evaluation of a faculty member undertaken without that individual’s knowledge.
7.6.2 Within the academic unit, evaluation consists of the following:
7.6.2.1 In the first year of appointment:
7.6.2.1.1 The faculty member shall meet with the department chair (or xxxx in colleges without separate departments) to discuss any first-year goals specified in the letter of offer (such as the completion of a terminal degree).
7.6.2.1.2 The faculty member and the chair may also discuss any activities that meet departmental standards in the areas of teaching and/or librarianship, scholarship/creative activity, and service and that demonstrate the candidate’s progress toward departmental standards for tenure.
7.6.2.1.3 The chair (or xxxx) shall summarize the results of the meeting and shall provide an assessment of the faculty member in a letter of review to the xxxx (or Xxxxxxx). The chair shall share the letter with the candidate prior to submission to the next level. The candidate shall be permitted five working days to submit a response addressing any errors of fact.
7.6.2.1.4 The xxxx (or Xxxxxxx) shall review the letter to verify compliance with department and college standards. A copy of the final letter shall be provided to the faculty member and the Xxxxxxx by March 15.
7.6.2.2 For all other years prior to application for tenure:
7.6.2.2.1 Unless they are on leave, all tenured faculty are expected to submit an individual written assessment of the dossier and to vote. Tenured faculty on leave may, but are not required to, submit an individual written assessment of the dossier and vote. Probationary faculty, non-tenure-track faculty, and staff do not vote.
7.6.2.2.2 The candidate shall submit a dossier with all of the materials described in section 7.
7.2.1 covering the time period from the candidate’s start date at WWU7.2.1. The dossier shall demonstrate progress toward tenure as defined in the departmental standards since the original appointment.
7.6.2.2.3 Tenured faculty shall evaluate the dossier and submit a recommendation using the forms provided in the department or college.
7.6.2.2.4 The chair shall summarize individual written faculty evaluations and recommendations for or against renewal. The chair’s letter to the xxxx (or Xxxxxxx) shall include a complete and substantial assessment of the candidate’s dossier and recommend for or against renewal in a letter to the xxxx. If disparities exist among the individual written faculty evaluations, the chair must include an assessment of the basis of these disparities.
7.6.2.2.5 The chair shall share the letter with the faculty member prior to submission to the next level. The candidate shall be permitted five working days to submit a response addressing any errors of fact.
7.6.2.2.6 The xxxx (or Xxxxxxx) shall review the letter to verify compliance with departmental and college standards and procedures. A copy of the final letter shall be provided to the faculty member and the Xxxxxxx by March 15.
7.6.2.2.7 In instances when serious deficiencies arise that could lead to future non-reappointment, the review letter must explain the following: the specific deficiencies, measurements to determine whether they have been remedied, and the time frame allowed for correction.
7.6.3 Conditions for Termination/Non-Renewal of Probationary Appointment
7.6.3.1 The only circumstances under which a probationary appointment may be terminated during a one-year contract are:
7.6.3.1.1 Dismissal as provided in Section 19. 7.6.3.1.2 Reduction in force as provided in Section 21.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation of Probationary Faculty. 7.6.1 All probationary faculty are reviewed annually until tenure is granted or the faculty member is not reappointed. The annual review shall be completed by March 1. Under no circumstances is an evaluation of a faculty member undertaken without that individual’s knowledge.
7.6.2 Within the academic unit, evaluation consists of the following:
7.6.2.1 In the first year of appointment:
7.6.2.1.1 The faculty member shall meet with the department chair (or xxxx in colleges without separate departments) to discuss any first-year goals specified in the letter of offer (such as the completion of a terminal degree).
7.6.2.1.2 The faculty member and the chair may also discuss any activities that meet departmental standards in the areas of teaching and/or librarianship, scholarship/creative activity, and service and that demonstrate the candidate’s progress toward departmental standards for tenure.
7.6.2.1.3 The chair (or xxxx) shall summarize the results of the meeting and shall provide an assessment of the faculty member in a letter of review to the xxxx (or Xxxxxxx). The chair shall share the letter with the candidate prior to submission to the next level. The candidate shall be permitted five working days to submit a response addressing any errors of fact.
7.6.2.1.4 The xxxx (or Xxxxxxx) shall review the letter to verify compliance with department and college standards. A copy of the final letter shall be provided to the faculty member and the Xxxxxxx by March 15.
7.6.2.2 For all other years prior to application for tenure:
7.6.2.2.1 Unless they are on leave, all tenured faculty are expected to submit an individual written assessment of the dossier and to vote. Tenured faculty on leave may, but are not required to, submit an individual written assessment of the dossier and vote. Probationary faculty, non-tenure-track faculty, and staff do not vote.
7.6.2.2.2 The candidate shall submit a dossier with all of the materials described in section 7.
7.2.1 covering the time period from the candidate’s start date at WWU. The dossier shall demonstrate progress toward tenure as defined in the departmental standards since the original appointment.
7.6.2.2.3 Tenured faculty shall evaluate the dossier and submit a recommendation using the forms provided in the department or college.
7.6.2.2.4 The chair shall summarize individual written faculty evaluations and recommendations for or against renewal. The chair’s letter to the xxxx (or Xxxxxxx) shall include a complete and substantial assessment of the candidate’s dossier and recommend for or against renewal in a letter to the xxxx. If disparities exist among the individual written faculty evaluations, the chair must include an assessment of the basis of these disparities.
7.6.2.2.5 The chair shall share the letter with the faculty member prior to submission to the next level. The candidate shall be permitted five working days to submit a response addressing any errors of fact.
7.6.2.2.6 The xxxx (or Xxxxxxx) shall review the letter to verify compliance with departmental and college standards and procedures. A copy of the final letter shall be provided to the faculty member and the Xxxxxxx by March 15.
7.6.2.2.7 In instances when serious deficiencies arise that could lead to future non-reappointment, the review letter must explain the following: the specific deficiencies, measurements to determine whether they have been remedied, and the time frame allowed for correction.
7.6.3 Conditions for Termination/Non-Renewal of Probationary Appointment
7.6.3.1 The only circumstances under which a probationary appointment may be terminated during a one-year contract are:
7.6.3.1.1 Dismissal as provided in Section 19. 7.6.3.1.2 Reduction in force as provided in Section 21.
7.6.3.1.3 Inability to perform responsibilities due to disability, in accordance with appropriate federal and state laws.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation of Probationary Faculty. 7.6.1 All probationary faculty are reviewed annually until tenure is granted or the faculty member is not reappointed. The annual review shall be completed by March 1. Under no circumstances is an evaluation of a faculty member undertaken without that individual’s knowledge.knowledge.
7.6.2 Within the academic unit, unit evaluation consists of the following:
7.6.2.1 In the first year of appointment:
7.6.2.1.1 The faculty member shall meet with the department chair (or xxxx in colleges without separate departments) to discuss any first-year goals specified in the letter of offer (such as the completion of a terminal degree).
7.6.2.1.2 The faculty member and the chair may also discuss any activities that meet departmental standards in the areas of teaching and/or librarianshipteaching, scholarship/creative activity, and service and that demonstrate the candidate’s progress toward departmental standards for tenure.
7.6.2.1.3 The chair (or xxxx) shall summarize the results of the meeting and shall provide an assessment of the faculty member in a letter of review to the xxxx (or Xxxxxxx). The chair shall share the letter with the candidate prior to submission to the next level. The candidate shall be permitted five working days to submit a response addressing any errors of fact.
7.6.2.1.4 The xxxx (or Xxxxxxx) shall review the letter to verify compliance with department and college standards. A copy of the final letter shall be provided to the faculty member and the Xxxxxxx by March 15.
7.6.2.2 For all other years prior to application for tenure:
7.6.2.2.1 Unless they are on leave, all tenured faculty are expected to submit an individual written assessment members of the dossier and to votedepartment must participate in a review of the probationary faculty. Tenured faculty on leave may, Other probationary members are invited but are not required to, submit an individual written assessment of the dossier and vote. Probationary faculty, non-tenure-track faculty, and staff do not vote.to participate.
7.6.2.2.2 The candidate shall submit a dossier file with all of the materials described in section 7.
7.2.1 covering the time period from the candidate’s start date at WWU7.2.1. The dossier file shall demonstrate progress toward tenure as defined in the departmental standards since the original appointment.
7.6.2.2.3 Tenured faculty shall evaluate the dossier file and submit a recommendation using the forms provided for tenure and promotion in the department departmental or collegecollege standards.
7.6.2.2.4 The chair shall summarize individual written faculty evaluations and recommendations for or against renewal. The chair’s letter to the xxxx (or Xxxxxxx) shall include a complete and substantial assessment of the candidate’s dossier file and recommend for or against renewal in a letter to the xxxx. If disparities exist among the individual written faculty evaluations, the chair must include an assessment of the basis of these disparities.disparities.
7.6.2.2.5 The chair shall share the letter with the faculty member prior to submission to the next level. The candidate shall be permitted five working days to submit a response addressing any errors of fact.
7.6.2.2.6 The xxxx (or Xxxxxxx) shall review the letter to verify compliance with departmental and college standards and procedures. A copy of the final letter shall be provided to the faculty member and the Xxxxxxx by March 15.
7.6.2.2.7 In instances when serious deficiencies arise that could lead to future non-reappointment, the review letter must explain the following: the specific deficiencies, measurements to determine whether they have been remedied, and the time frame allowed for correction.
7.6.3 Conditions for Termination/Termination / Non-Renewal of Probationary Appointment
7.6.3.1 The only circumstances under which a probationary appointment may be terminated during a one-year contract are:
7.6.3.1.1 Dismissal as provided in Section 1918. 7.6.3.1.2 Reduction in force as provided in Section 21.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation of Probationary Faculty. 7.6.1 All probationary faculty are reviewed annually until tenure is granted or the faculty member is not reappointed. The annual review shall be completed by March 1. Under no circumstances is an evaluation of a faculty member undertaken without that individual’s knowledge.knowledge.
7.6.2 Within the academic unit, unit evaluation consists of the following:
7.6.2.1 In the first year of appointment:
7.6.2.1.1 The faculty member shall meet with the department chair (or xxxx in colleges without separate departments) to discuss any first-year goals specified in the letter of offer (such as the completion of a terminal degree).
7.6.2.1.2 The faculty member and the chair may also discuss any activities that meet departmental standards in the areas of teaching and/or librarianshipteaching, scholarship/creative activity, and service and that demonstrate the candidate’s progress toward departmental standards for tenure.
7.6.2.1.3 The chair (or xxxx) shall summarize the results of the meeting and shall provide an assessment of the faculty member in a letter of review to the xxxx (or Xxxxxxx). The chair shall share the letter with the candidate prior to submission to the next level. The candidate shall be permitted five working days to submit a response addressing any errors of fact.
7.6.2.1.4 The xxxx (or Xxxxxxx) shall review the letter to verify compliance with department and college standards. A copy of the final letter shall be provided to the faculty member and the Xxxxxxx by March 15.
7.6.2.2 For all other years prior to application for tenure:
7.6.2.2.1 Unless they are on leave, all tenured faculty are expected to submit an individual written assessment members of the dossier and to votedepartment must participate in a review of the probationary faculty. Tenured faculty on leave may, Other probationary members are invited but are not required to, submit an individual written assessment of the dossier and vote. Probationary faculty, non-tenure-track faculty, and staff do not voteto participate.
7.6.2.2.2 The candidate shall submit a dossier file with all of the materials described in section 7.
7.2.1 covering the time period from the candidate’s start date at WWU7.2.1. The dossier file shall demonstrate progress toward tenure as defined in the departmental standards since the original appointment.
7.6.2.2.3 Tenured faculty shall evaluate the dossier file and submit a recommendation using the forms provided for tenure and promotion in the department departmental or collegecollege standards.
7.6.2.2.4 The chair shall summarize individual written faculty evaluations and recommendations for or against renewal. The chair’s letter to the xxxx (or Xxxxxxx) shall include a complete and substantial assessment of the candidate’s dossier file and recommend for or against renewal in a letter to the xxxx. If disparities exist among the individual written faculty evaluations, the chair must include an assessment of the basis of these disparities.disparities.
7.6.2.2.5 The chair shall share the letter with the faculty member prior to submission to the next level. The candidate shall be permitted five working days to submit a response addressing any errors of fact.
7.6.2.2.6 The xxxx (or Xxxxxxx) shall review the letter to verify compliance with departmental and college standards and procedures. A copy of the final letter shall be provided to the faculty member and the Xxxxxxx by March 15.
7.6.2.2.7 In instances when serious deficiencies arise that could lead to future non-reappointment, the review letter must explain the following: the specific deficiencies, measurements to determine whether they have been remedied, and the time frame allowed for correction.
7.6.3 Conditions for Termination/Termination / Non-Renewal of Probationary Appointment
7.6.3.1 The only circumstances under which a probationary appointment may be terminated during a one-year contract are:
7.6.3.1.1 Dismissal as provided in Section 1918. 7.6.3.1.2 Reduction in force as provided in Section 21.
Appears in 1 contract
Samples: Collective Bargaining Agreement