Faculty Evaluation.
14.1: Purpose: The purpose of the evaluation procedure described herein is twofold: The primary purpose is to help faculty to improve their professional performance, and second, to provide those individuals responsible for making personnel decisions, including promotion and/or tenure, with information regarding faculty performance.
14.2: Student Evaluation of Teaching: Each faculty member will be evaluated for each course each semester. All student evaluations of teaching shall be subject to the exclusions specified in 14.3. Faculty members who team-teach shall be evaluated individually on the same basis as a faculty member teaching a course individually.
14.3: Exclusions: The following courses shall not be evaluated by students:
Faculty Evaluation. (a) All Full-Time Members shall participate in a faculty evaluation process as outlined in the Faculty Performance Policy.
(b) The College agrees that it shall not amend the Faculty Performance Policy until the College has:
(i) notified FARDC of its intention to amend the said Policy; and
(ii) consulted with FARDC as to the appropriateness of the proposed amendments. [Consultation shall mean a full and xxxxx discussion of the issues involved in the proposed amendments.]
(c) The College and FARDC shall act fairly and reasonably in the administration of evaluations as outlined in the Faculty Performance Policy.
(d) FARDC agrees that it shall not initiate a grievance on the basis of a purely procedural violation of the Faculty Performance Policy provided that the procedural violation does not substantially affect the Member’s rights under the Faculty Performance Policy.
Faculty Evaluation. Section 9.1 Intent The parties recognize the importance and value of the evaluation process for assisting the progress and success of both newly-employed and experienced faculty. The evaluation of faculty shall be the responsibility of the Administration.
A. The purpose of faculty evaluation is to promote the highest quality student instruction and faculty job performance by assuring opportunities for evaluation, self-assessment, and encouragement of continued professional growth and development. Evaluations shall not be used as a disciplinary tool.
B. The Administration shall not assign the evaluation of faculty members to Program Managers and/or department chairs who are members of the same bargaining unit.
C. Tenured faculty will be evaluated at least every three years. A unit member may, prior to March 1 of an academic year, request such an evaluation and the Administration will comply. The review will be for the academic year and the forms and procedures followed will be those here and in the Appendix.
Section 9.2 Faculty evaluations consist of the following: Evaluation Performance Review (to be conducted by xxxxxxx or associate xxxxxxx) o Pre-Evaluation Conference (optional for tenured faculty) o Formal observation o Written evaluation to include documentation on the formal observation and the extent to which primary and professional responsibilities are met and the Faculty Development, Self-Assessment, and Goals Setting Report o Post-Evaluation Conference o Faculty response (optional) Student Opinion Surveys
A. Evaluation Performance Review (to be conducted by the xxxxxxx or associate xxxxxxx): The Faculty Evaluation Process is used for evaluation of instructional faculty, librarians, and counselors. Components include a self-appraisal, observation by the supervising administrator or designee per Article 9.1,B above, setting of future goals, strengths, weaknesses, overall rating, and summary of progress toward previous goals. All evaluations of instructional faculty shall also include student opinion surveys and shall be reviewed by the Xxxxxxx. Faculty evaluations shall be completed once every three years. However, an evaluation of a faculty member may be completed more often at the request of the faculty member, or following a less-than-satisfactory evaluation. During the first year and periodically thereafter, faculty performance is reviewed by faculty supervisors following the administrative and instructional processes as enumerated on the Facul...
Faculty Evaluation.
A. The performance appraisal period shall coincide with the contract year.
B. Faculty with Probationary Status: It is assumed at the time of initial employment that faculty members are already competent in their discipline(s). The period of probationary employment shall be used for the purpose of testing that assumption. Thus, evaluations during the period of probationary employment should note areas (if any) where the probationary faculty member needs improvement before achieving continuing appointment status.
C. Faculty with Continuing Status: The granting of a continuing appointment acknowledges professional competence in the assigned disciplines(s). Evaluations shall be for the purpose of assessing the effectiveness of that faculty member's activities aimed at enhancing competence.
Faculty Evaluation. All full-time faculty members, both non-tenured and tenured, will be formally evaluated as mandated by and in accordance with Board Policy 4113 and Procedure P4113, and Policy 4115 (which governs the related area of Probation, Job Security and Non-Retention) as they are currently constituted at the time this contract is signed or as they may be amended or revised thereafter. The Board and Association agree that Board Policies 4113 and 4115 and Procedure P4113 shall not be changed during the contract without mutual agreement. They also agree that Procedure P4113 is the document referred to in Policy 4113 as the “evaluation procedure manual.” The Board and Association agree that, if Policies 4113 and 4115 and Procedure P4113 have been properly followed and executed, the supervisor’s final judgment of the faculty member’s performance rating resulting from the evaluation is not subject to the grievance procedures in Article IV of this agreement. Violations of Policies 4115 or 4113 or Procedure P4113 that are made during the process of making the evaluation are subject to the grievance procedures in Article IV of this agreement.
Faculty Evaluation. Both parties recognize the importance and value of a process for assisting and evaluating progress and success of tenure track, terminal, special contract, grant funded, and tenured faculty. All evaluations of faculty members will follow the process and procedures established in the Full-time Faculty Evaluation Manual, the Full-time Faculty Evaluation Manual Appendix, the Tenure Process Manual, the Tenure Process Manual Appendix, and approved forms dated November 2013. These manuals, appendices, and forms may only be revised, updated, or in any manner changed by mutual consent between the Faculty Association and the College. All dates and deadlines stated in these manuals are binding absent written agreement to modify them signed by the faculty member and the Faculty Association.
1. Evaluation Process and Components
a. Evaluation of faculty members is the primary responsibility of their xxxx.
b. All evaluations of faculty members will include a xxxx’x classroom observation, tenure-track committee or mentoring committee report, reviews of course materials, self-report, and may include optional peer observation report(s).The sole purpose of student evaluations are for faculty use to inform instructional practice.
(1) Student ratings for all courses will be collected and stored through a College provided system. The student evaluations can only be accessed and used by the faculty member.
(2) The faculty member may use relevant student feedback for the purposes of modifying and improving courses. The faculty member can choose to include the data collected in their self- report.
c. The relative weight of the Professional Service, College/Community Service, and Professional Development and Affiliation will be determined on each individual faculty member’s evaluation matrix. This matrix must be developed between the faculty member and the xxxx and will only include known duties and responsibilities of the position to be evaluated and/or as stipulated in the evaluation matrix.
d. No person other than a designated evaluator(s) as provided above will be permitted to evaluate the work performance of any faculty member within the bargaining unit.
e. Student complaints if applicable and processed according to Article 17 may be utilized in the evaluation process.
f. Faculty members who work on Faculty Association committees (e.g., Faculty Senate, Academic Senate) may claim credit for such activities as part of the faculty evaluation process under the category of College...
Faculty Evaluation. A. Each member shall participate in evaluation annually, with those annual evaluations culminating in an Intensive Evaluation on a regularly scheduled basis.
B. Both forms of evaluation shall be based on the member’s job description and workload agreement, and shall be filed in the member’s personnel file.
C. The purpose of the Annual Evaluation is:
1. To identify staff strengths and weaknesses;
2. To provide a basis for and assistance in accomplishing professional growth;
3. To assist the College in continuously improving programs; and
4. To provide a basis for recommendation regarding salary step advancement, retention, and non-retention.
D. The Intensive Evaluation of all faculty will be conducted according to the processes developed in consultation with XXXXX and the appropriate Vice President. Evaluation criteria for the various faculty roles (classroom teacher, tutor, counselor, librarian, etc.) will be based on the specific job description of the faculty member. Intensive evaluations may utilize any or all of the following: student questionnaires, the faculty member’s professional growth plan, a review of course materials, input from a peer observation, a self- assessment, input from department chair or coordinator, a review by the appropriate Xxxx, and such other evaluation instruments as appropriate.
1. Intensive Evaluation Cycles for full-time faculty:
a) Probationary full-time faculty members will be intensively evaluated during each year of their probationary status.
b) Regular full-time faculty members will be intensively evaluated once every five years.
c) Fixed-term and grant/contract faculty members may be intensively evaluated where and/or when appropriate.
2. Adjunct faculty members will be intensively evaluated on a scheduled basis. The adjunct faculty member shall be provided with a signed copy of the evaluation.
3. All faculty to be evaluated shall be notified by the appropriate Xxxx of a date for completion of their evaluation (generally within the academic year for full-time faculty and within the academic term for adjunct faculty.)
4. Faculty members must submit the evaluation materials they are responsible for by dates specified by the Xxxx, or the two parties can specify, in writing, a mutually agreeable date beyond the initial time frame. Failure to submit materials by the agreed upon date will be evidence of unsatisfactory performance in response to administrative requirements.
5. The evaluation will be completed by management b...
Faculty Evaluation. The evaluation of faculty shall conform to the laws, rules, and regulations of the State of Florida related to full-time faculty duties and responsibilities. Faculty evaluation shall be conducted in a fair, constructive, objective manner and shall serve to maintain and improve the quality of instruction and support services in furtherance of the College’s primary mission. The goal of the evaluation is to encourage and recognize excellence in faculty performance and to provide the opportunity for faculty members and their supervisors to discuss performance regularly and in a consistent manner throughout the College. All faculty will be evaluated using the essential responsibilities regardless of the faculty member’s assignment: teaching, librarian, or counselor. In addition, responsibilities specific to the type of faculty assignment will be used as additional criteria that will provide more discrete information in the performance evaluation and feedback cycle. The essential and specific responsibilities are found in Appendix B, Faculty Evaluation Forms.
Faculty Evaluation. A. The evaluation of faculty shall be used to improve instruction and to aid in determining whether or not a faculty member shall be reappointed, promoted, tenured or continue to be employed.
Faculty Evaluation. An instructor's performance shall be evaluated by PACCD using the PACCD’s evaluation process and standards for part-time and/or full-time faculty evaluation listed in the applicable agreement between PACCD and the bargaining unit.
