FACULTY EVALUATIONS. The quality of the faculty at Montana State University – Northern should be maintained through a program of continuing faculty evaluation and a supporting program of faculty development. Evaluation of teaching through peer, administrative and student assessment shall be included.
FACULTY EVALUATIONS. A. It shall be the responsibility of the Department Chair and Xxxx to evaluate the performance of part-time faculty members, utilizing various sources of information such as student evaluations, individual written student commentary, significant oral student complaints, review of syllabi and other teaching materials, evidence of student learning and classroom observations. Significant oral student complaints made to the Xxxx or Department Chair will be reduced to writing and shared with the faculty member.
B. Any evaluation of teaching performance shall be measured by such areas as:
1. Knowledge of the subject matter;
FACULTY EVALUATIONS. A. It shall be the responsibility of Coordinators of Academic Services to evaluate the performance of faculty members, utilizing various sources of information such as Course Feedback forms completed by students, individual written student commentary, significant oral student complaints, review of syllabi and other teaching materials, evidence of student learning, and classroom observations. Significant oral student complaints made to a Coordinator, Executive Director or the Xxxx will be reduced to writing by the Coordinator, Executive Director or Xxxx and shared with the faculty member within one week of complaint.
B. Any evaluation of teaching performance shall be measured by such areas as:
1. Knowledge of the subject matter;
FACULTY EVALUATIONS. 5.1 A purpose of evaluation is to enhance the quality of instruction and provide faculty with feedback.
5.2 After a part-time faculty member has attained veteran status it shall be the goal of the College to provide the part-time faculty member with a performance evaluation on a College approved format. The evaluation may include student evaluation, management/supervisor observations and/or peer observations.
5.3 Student feedback shall not be used as a basis for a negative evaluation of a part- time faculty member’s overall performance unless management substantiates the data. This language shall not be interpreted to prevent the inclusion of such feedback in the evaluation. No unsubstantiated anonymous or unsigned student authored information will be placed in an employee’s official file unless it is part of the evaluation portfolio/instrument.
5.4 Before submitting the written formal evaluation to the part-time faculty member’s file, supervisors shall provide the part-time faculty member with an electronic copy of the written evaluation. A hard copy will be provided upon request. Supervisors shall hold a conference with the part-time faculty member who wishes to discuss his/her evaluation.
5.5 Part-time faculty members may submit a written response to any formal evaluation that is placed in the employee’s official personnel file. The response shall be attached to or be part of the evaluation.
5.6 Evaluations shall remain confidential and used by the College only for legitimate business purposes. Every effort will be made to notify the employee and share recommendations for improvement for all performance and conduct concerns before the concerns are documented in the evaluation.
5.7 The parties agree they have a mutual interest in aligning the faculty evaluation process to the overall goals and mission of the College and to making the evaluation process as meaningful and constructive as possible. The parties further agree to study application of the part-time faculty evaluation process in the faculty management committee meeting in order to make recommendations that will make the system as effective as possible.
FACULTY EVALUATIONS. Adjunct and Probationary Faculty evaluations shall be resumed during the Spring 2021 semester in a modified format. In accordance with Article 20, Section 5, the District recommends that the evaluation committee will review and make recommendations by no later than November 30, 2020 on the following: • Self-Evaluation and related materials (see Article 20, Section 1e or 3d) • Abridged Peer/Xxxx Evaluation (see Attachment A) • Abridged Student Survey (see Attachment A) • Conference Report (see Article 20, Section 1i or 3g/h) By the second week of December 2020, the parties will meet to complete negotiations on this matter. During Spring 2021, the overall evaluation for Adjunct and Probationary Faculty will be either “satisfactory” or “needs improvement.” Probationary Faculty receiving an overall satisfactory evaluation will advance to the following contract year or to tenured fifth- year status, as applicable. Adjunct Faculty receiving an overall satisfactory evaluation shall receive credit for Spring 2021 towards their reemployment preference. Upon receipt of the recommendations from the evaluation committee, the parties shall immediately meet and negotiate the evaluation procedures for adjunct and probationary faculty for Spring 2021. Tenured Faculty evaluations shall resume in Fall 2021, per previous agreement.
FACULTY EVALUATIONS. 1. All bargaining unit faculty members shall be reviewed on an annual basis, or on an interval appropriate to their appointment, in accordance with the April 29, 2021 memorandum titled Revised Guidelines for the Annual Review of Faculty-Updated ("Xxxxxxx Guidelines"), including but not limited to the following:
a) Each school, regional campus, department, or library (ULS, BLL and HSLS), as applicable, will develop criteria and guidelines for evaluation, including a teaching assessment plan, through the process described in the bylaws of each school, regional campus, department, or library and said criteria and guidelines shall be approved by the Xxxxxxx and, as applicable, the Senior Vice Chancellor for the Health Sciences.
b) All bargaining unit faculty shall be notified annually about the annual review process, including timing, procedures, and information they should expect to provide and receive in their formal annual evaluation.
c) Evaluations must include an overall assessment of performance, including whether or not a bargaining unit faculty member's performance was satisfactory, as well as more detailed assessment of specific performance areas.
(i) For tenure-stream and tenured bargaining unit faculty, performance in teaching, research, scholarship, and service, including clinical work as such work relates to teaching, research, scholarship, and service, should be addressed.
(ii) For appointment-stream bargaining unit faculty, performance in specific relevant areas should be addressed. These areas may include teaching, research, scholarship, clinical work, librarianship, and service, as well as other job functions as outlined in the bargaining unit faculty member's Notice of Appointment.
d) Evaluations shall summarize achievements and accomplishments of the bargaining unit faculty member.
e) Where appropriate for the position, Teaching Assessments shall be conducted for bargaining unit faculty members pursuant to each School or Regional Campus' teaching assessment plan. Teaching Assessments may include peer evaluation of teaching, in accordance with procedures developed by each school, regional campus, and/or department, as applicable, and approved by the Xxxxxxx and, as applicable, the Senior Vice Chancellor for the Health Sciences.
f) Student surveys may be considered in evaluating a bargaining unit faculty member's performance, but will not be a sole or primary factor in determining that a bargaining unit faculty member's teaching performance wa...
FACULTY EVALUATIONS. A. Tenured and Part-Time Faculty. Evaluations for tenured and part-time faculty will re-start in Spring 2022. Faculty who were scheduled for evaluation in the Spring 2020 and whose evaluation was not done then will be evaluated in the Spring 2022 semester. Faculty scheduled for evaluation in the Spring 2021 will be evaluated in the Spring 2023 semester and so on.
FACULTY EVALUATIONS. 1. Faculty members who transition to a remote modality will not be evaluated on their use of the remote technology or teaching methodologies. Evaluations that take place in Summer 2021 will be limited to subject matter competency only; use of remote technology or teaching methodologies will not be evaluated. Evaluations that base negative ratings on anything other than subject matter competency will be set aside.
2. Out-of-cycle and follow-up evaluations. These evaluations will follow the process and timelines in existing contract language. As with all other evaluations scheduled for Summer 2021, evaluation ratings will be based solely on subject matter content.
FACULTY EVALUATIONS. 8.1. Expectations of course content and materials, teaching methodologies, use of technologies, and academic and professional standards shall be provided to the faculty member in writing before the beginning of any courses taught.
8.2. Student evaluations shall be undertaken for purposes of faculty evaluation:
8.2.1. Student evaluations will be conducted at approximately the mid-point and at the conclusion of each course, each academic term. Evaluation forms will be made available to all faculty members electronically before courses begin in a given quarter. Whether to conduct student evaluations for independent study, dissertation, or similar courses will be at the discretion of the Faculty member, in conversation with the student. Faculty members who believe that the number of students in their class is too small to justify a numerical rating may request that students provide narrative evaluations rather than ratings on a numerical rating basis.
8.2.2. Mid-point evaluations will be made available to the faculty immediately upon completion by students. Mid-point evaluations are used by the instructor for course correction purposes.
8.2.3. Faculty members shall cooperate with the appropriate academic administrators to facilitate the student evaluation process. Students will be given the opportunity to complete final course evaluations before receiving their final assessments. Student course evaluations and/or narratives shall be made available to the faculty member after, but within three (3) weeks of, final grades and narrative assessments. The course evaluations will not include names or any identifying information of the student.
8.2.4. University-approved course evaluation processes and forms will be used for student evaluations. Academic programs may use different course evaluation forms, provided they have been approved by Academic Council and are consistent with University guidelines.
8.2.5. Faculty members shall have the right to submit additional questions in order to address issues that are specific to the department, program, or course, consistent with University guidelines.
8.2.6. Faculty members may, if they choose, submit a written response to the student evaluations. The written response will be submitted to the academic unit head and will be taken into consideration by the department in the context of performance review.
8.2.7. Student feedback will not be used as the sole basis to evaluate a faculty member’s performance.
8.3. Classroom obs...
FACULTY EVALUATIONS. Annual faculty evaluations by the MANE Department Head are part of the annual salary adjustment process. The process entails each faculty member submitting a report quantifying research and teaching activities as well as identifying key contributions made in the area of citizenship. These are defined as activities that contribute to the life, growth, and vision of the Program/Department. Faculty are required to simultaneously submit a five-year plan. This is reviewed by the Department Head and discussed with the faculty member. The primary foci of the discussions are to be on how well the faculty member met goals set in the previous year and developing understandings of the goals of the faculty member for the next year. For the tenure- track assistant professor, this meeting is a mechanism through which the mentoring process is formalized and transmitted to all levels of the administration. These meetings and discussions track the junior faculty member’s progress in the run-up to tenure and promotion.
