EVALUATION OF TENURED FACULTY a. Tenured faculty members shall be evaluated every three academic years unless a special evaluation is appropriate.
b. To initiate a formal evaluation, the Xxxx shall send the tenured faculty member, and his or her Division Chair, a notice informing them that the faculty member will be evaluated as provided in this article.
c. Faculty Evaluation Teams shall be appointed by the president of the Academic Senate and the CEO or his/her designee with agreement by the Federation and shall consist of:
(1) the appropriate xxxx or academic administrator, who shall chair the evaluation team; and
(2) the appropriate Division Chair or his or her designee; and
(3) two tenured faculty members from the discipline; and
(4) if possible, one additional faculty member from a related discipline The faculty member being evaluated may submit a timely challenge to the appointment of any one faculty member from the Faculty Evaluation Team with an explanation for the challenge. To be timely the challenge must be received in writing by the CEO on or before the date of the Faculty Evaluation Team’s first meeting. Whenever a Team member needs to be replaced because the CEO honors the timely challenge, the CEO shall promptly appoint a replacement in consultation with the presidents of the Academic Senate and the Federation.
i. If the CEO allows the challenged faculty member to serve on the Team, and if that challenged faculty member is the only faculty member in that discipline on the Team, then the evaluated faculty member may request a second faculty member from a discipline different from the challenged faculty member’s discipline to be appointed to the Team. This second faculty member will be selected by the CEO or his/her designee.
d. The role of the Xxxx shall be to convene meetings of the committee, prepare meeting agendas, preside at committee meetings, and assemble an evaluation file (which shall be kept in the Human Resources Office) consisting of all of the documents and other materials that are relevant to the evaluation and that need to be preserved as a part of the process.
e. Standard evaluations shall be conducted during Fall or Spring semesters and shall include:
(1) A Self Evaluation as described in Appendix B,
(2) Workplace observations by Faculty Evaluation Team members in accordance with the forms in Appendix B,
(3) Student Surveys as described in Appendix B,
(4) A portfolio, as described below in section 10.1.g. (14) and in Appendix B, and
(5) A summary written ...
EVALUATION OF TENURED FACULTY. The purpose of faculty evaluation is to improve the performance of each faculty member. The faculty evaluation process is designed to transcend legal compliance and to xxxxxx meaningful professional growth. Since every professional educator has certain areas in which the improvement of performance is possible, the faculty evaluation process is structured to help each faculty member identify relevant areas for performance improvement and develop an appropriate plan to accomplish professional growth.
EVALUATION OF TENURED FACULTY. Faculty who have tenure shall be evaluated once every three (3) years for the purpose of improving instruction with respect to the criteria set forth in sections 5.2 and 7.2. Faculty scheduled for such review shall initiate the peer review procedure included in Section 7.4; and 2) prepare documentation based on criteria in Section 7.2 that describes their professional career growth at MSU – Northern since their last evaluation. The documentation described in part 2) above should describe and highlight teaching competence, service and scholarly activity that has occurred since the last evaluation, but does not need to be as extensive as the portfolios submitted for promotion or tenure. Upon completion of the peer review, but no later than November 15, the faculty member scheduled for review shall meet with the college chair to discuss his/her achievements since the last evaluation and establish objectives to be accomplished prior to the next evaluation. The college chair shall forward to the Xxxxxxx and to the faculty member a written evaluation based upon this meeting no later than February 1. Based on these evaluations, the Xxxxxxx will submit a written evaluation with recommendations for improvement should they be deemed necessary to the Chancellor and a copy to the faculty member by March 1.
EVALUATION OF TENURED FACULTY. Faculty will be evaluated annually. The purpose of the Faculty Evaluation process is to promote the qualities of good faculty as they align with the goals of the college. The criteria, as stated in section 10.1.A, are meant to define a career as a faculty member. The evaluation process seeks to identify patterns of behavior and the development of mutually agreed upon priorities based on faculty skill-set and College need. The immediate supervisor will meet with the faculty member to develop/update an action plan to span between one (1) and three (3) years. The action plan will be mutually agreed upon by the immediate supervisor and the faculty member and align with the criteria listed in section
A. The purpose of the action plan is to prioritize the activities of a faculty member, valuing depth of engagement over surface involvement in numerous categories. The action plan should take into account the individual strengths and skills of the faculty member.
EVALUATION OF TENURED FACULTY. 5.5.1. Tenured faculty shall be evaluated at least once (1) every three (3) academic years prior to the end of the Spring semester of the third (3) year following the last evaluation. The appropriate administrator, after discussion with the unit member and Department Chair/Coordinator, may initiate additional evaluations.
EVALUATION OF TENURED FACULTY. 5.5.1. Tenured faculty shall be evaluated at least once (1) every three (3) academic years prior to the end of the Spring semester of the third (3) year following the last evaluation. The appropriate administrator, after discussion with the unit member and Department Chair/Coordinator, may initiate additional evaluations.
5.5.2. Peer Component C:\Documents and Settings\Xxxxxx\Local Settings\Temporary Internet Files\Content.Outlook\3987C4KN\uf contract 2004-06.doc
5.5.2.1. The selection of the Peer Reviewer shall be made by the appropriate administrator in consultation with the Department Chair/Coordinator from a list of two (2) peers, as defined in section 5.3.1.1, chosen by the evaluee.
5.5.2.2. The Peer Review of a tenured faculty member shall be:
(1) a standard "review" as defined in subsection 5.3.1.2., employing the Evaluation Form appropriate to the position title (see Appendix H). The evaluator will summarize observations on the Evaluation Form and will give the evaluee a single summary rating on a five-point scale.
(2) a review based on an assessment of a present or proposed special project, initiated by the evaluee and agreed upon by the Department and appropriate administrator. Such a project will aim to strengthen the evaluee’s teaching skills/resources or other activities that also further the vision and mission of departments, colleges, and District. Examples include, but are not limited to:
(a) development of discussion-leading skills;
(b) development of lecturing skills;
(c) incorporation of non-print media presentations;
(d) development of multimedia resources;
(e) authoring a text;
(f) curriculum development--developing new courses, significantly restructuring old ones;
(g) development of alternative delivery systems. In case of an evaluation based on the above, the Peer Review will include (1) a brief description of the project, written by the evaluee, and (2) the peer assessment of the project or activity.
EVALUATION OF TENURED FACULTY. A. Faculty, in their tenure review year, will not be required to prepare a self-evaluation. Following the award of tenure (January), faculty will prepare a “Statement of Goals and Objectives” for the next academic year, submitting same to the Division Xxxx or his/her designee by September 15.
B. By April 15 of each year, the tenured faculty member will submit a self-evaluation, not to exceed three pages, to the Division Xxxx. The self-evaluation will address Professional Development, Teaching Excellence, Demonstrated Leadership, Student and Community Involvement, and will assess the tenured faculty member’s goals and objectives for the current year, and new goals and objectives, if any, for the ensuing year. The Division Xxxx will respond to the self-evaluation in writing prior to the end of the Spring semester.
C. The Division Xxxx, or his/her designee, will conduct one formal classroom observation every two years according to existing College practice. A written report shall be furnished to the faculty member within 15 working days. Faculty may respond to the observation within 15 working days and such response will be attached to the report and placed in the personnel file. The Division Xxxx reserves the right to attach a rejoinder to the faculty response and will copy the faculty member.
D. Faculty may be observed by a peer. The peer review will be placed in the personnel file. The Division Xxxx will be informed of the planned peer review in writing.
X. Xx annual personal interview may be requested by either the tenured faculty member or the Division Xxxx.
F. Tenured faculty will request that student evaluation forms be distributed at least once every four semesters. Additional forms are to be distributed as may be necessary to support a tenured faculty’s candidacy for promotion.
G. All annual evaluation documents of tenured faculty shall be forwarded to the office of the Vice President of Academic Affairs for his/her review. Such documents shall also be maintained in the office of the Vice President of Academic Affairs.
EVALUATION OF TENURED FACULTY. A. Purpose: The purpose of the evaluation procedure of tenured faculty is to enhance the quality of education, to recognize outstanding performance, to enhance performance and to further the growth and development of faculty members, to identify areas of performance needing improvement and to assist faculty members in achieving improvement, and to maintain the educational quality and standards of the College District.
B. Evaluation Team:
1. The evaluation team shall consist of a peer reviewer and the immediate supervisor. The peer reviewer shall be selected by the immediate supervisor from a list of three names provided and in order of preference by the unit member being evaluated from the unit member's department or division (with prior approval from the immediate supervisor, the unit member may offer one or more names for peer review selection from a different department, division, and/or campus).
2. The evaluation team shall meet a sufficient number of times during the evaluation period in order to formalize the evaluation plan, perform visitations, observations and review, and to discuss the results of the evaluation.
EVALUATION OF TENURED FACULTY. Each tenured faculty member (TFM) shall be notified that they are scheduled to be evaluated by the end of week two of the semester preceding the evaluation by Human Resources. Human Resources shall also send a reminder to the TFM by the end of the first week in the academic semester of the evaluation. The evaluation shall be based primarily on activities and observations since the last evaluation period. The TFM shall be evaluated in the performance of the duties as part of their regular job responsibilities. In the event that a TFM is reassigned for fifty percent or more of a contractual load, or on special assignment, the PRC may request to observe or survey overload assignments to satisfy the standards of evaluation under this Article.
EVALUATION OF TENURED FACULTY. Faculty who have tenure shall be evaluated once every three (3) years for the purpose of improving instruction with respect to the criteria set forth in sections 5.1, 5.2 and 7.2. Faculty scheduled for such review shall initiate the peer review procedure included in Section 7.4. Upon completion of the peer review, but no later than November 15, the faculty member scheduled for review shall meet with the college chair to discuss his/her achievements since the last evaluation and establish objectives to be accomplished prior to the next evaluation. The college chair shall forward to the Xxxxxxx and to the faculty member a written evaluation based upon this meeting no later than February 1. Based on these evaluations, the Xxxxxxx will submit a written evaluation with recommendations for improvement should they be deemed necessary to the Chancellor and a copy to the faculty member by March 1.
