Evaluation Rating Categories. Each faculty member’s performance of assigned duties shall be evaluated according to rating categories defined by the chair and the faculty of the department. This definition shall identify for each assignment area some representative examples of the achievements or performance characteristics that would earn each performance evaluation rating, consistent with a faculty member’s assigned duties.
Evaluation Rating Categories. (a) Each faculty member shall be evaluated in each area of assigned duties, viz., teaching, scholarship/research/creative activity, and service, consistent with the following rating categories. Meets Expectations Exceeds Expectations Far Exceeds Expectations Below Expectations Unsatisfactory
(b) It is the responsibility of the faculty member to provide the department chair/unit supervisor with sufficient information to permit the department chair/unit supervisor to conduct an effective evaluation of the faculty member’s performance of his/her assigned duties. It is expected that the faculty member will provide evidence of his/her accomplishments to serve as a foundation for the rating assigned to those accomplishments. If a faculty member fails to provide evidence of his/her accomplishments, the department chair/unit supervisor will complete the evaluation based on available information as provided in Article
Evaluation Rating Categories. (a) Each Library faculty member shall be evaluated in each area of assigned duties, viz. performance or primary activities and services activities, consistent with the following rating categories. Meets Expectations Exceeds Expectations Far Exceeds Expectations Below Expectations Unsatisfactory
(b) It is the responsibility of the faculty member to provide the supervisor with sufficient information to permit the supervisor to conduct an effective evaluation of the faculty member’s performance of his/her assigned duties. It is expected that the faculty member will provide evidence of his/ her accomplishments to serve as a foundation for the rating assigned to those accomplishments. The evaluator must take into account any relevant materials submitted by the faculty member. If a faculty member fails to provide evidence of his/her accomplishments, the department chair/ unit supervisor will complete the evaluation based on available information. It is the responsibility of the supervisor to make comprehensive assessments of the evidence provided by the faculty member. Each supervisor completing a performance evaluation shall articulate sufficient and specific grounds or reasons to substantiate the rating given in each assigned category and to articulate how the faculty member’s performance can be improved.
Evaluation Rating Categories. (a) Each faculty member shall be evaluated in each area of assigned duties, e.g., teaching, scholarship/research/creative activity, and service, consistent with the following rating categories. Exemplary Above Satisfactory Satisfactory Below Satisfactory Unsatisfactory
(b) Definitions of Performance. Each department/unit, in its bylaws, shall define the performance expectations for each of the categories listed in (a), above, provided that no faculty member shall be rated as “Satisfactory,” as used in this context, who does not meet the minimum performance standards for the position.
Evaluation Rating Categories. (a) Each Library faculty member shall be evaluated in each area of assigned duties, viz. performance or primary activities and services activities, consistent with the following rating categories.
(b) It is the responsibility of the faculty member to provide the supervisor with sufficient information to permit the supervisor to conduct an effective evaluation of the faculty m ember’s performance of his/her assigned duties. It is expected that the faculty member will provide evidence of his/ her accomplishments to serve as a foundation for the rating assigned to those accomplishments. The evaluator must take into account any relevant materials submitted by the faculty member. If a faculty member fails to provide evidence of his/her accomplishments, the department chair/ unit supervisor will complete the evaluation based on available information. It is the responsibility of the supervisor to make comprehensive assessments of the evidence provided by the faculty member. Each supervisor completing a performance evaluation shall articulate sufficient and specific grounds or reasons to substantiate the rating given in each assigned category and to articulate how the faculty member’s performance can be improved.
Evaluation Rating Categories. (a) Each faculty member shall be evaluated in each area of assigned duties, e.g., teaching, scholarship/research/creative activity, and service, consistent with the following rating categories. Exemplary Above Satisfactory Satisfactory Below Satisfactory Unsatisfactory
