Common use of FACULTY MEMBER EVALUATIONS Clause in Contracts

FACULTY MEMBER EVALUATIONS. ‌ The quality of faculty at the College should be maintained through a program of continuing faculty evaluation and a supporting program of faculty development. Instruction and learning are central to the mission of the College. The review process should be vigorous with the expectation that the faculty member shows increasing effectiveness in teaching or consistent effectiveness in cases of individuals where teaching is fully satisfactory from the start. Faculty member evaluation procedures are recognized to be a cooperative effort between the faculty member and his/her supervisor with the purpose of achieving excellence in the area of effective and purposeful instruction and job performance. Professional development plan consultation will occur during the evaluation conference. If substantive changes to the evaluation instrument or process are contemplated, an ad hoc committee shall be established to make recommendations for change to the Xxxx/CEO or designee. Such committee shall be composed of an equal number of faculty members appointed by the union and employer representatives appointed by the Xxxx/CEO. A. Formal evaluations result in a written document, which is placed in a faculty member's official personnel file. 1. Formal evaluations may include components such as self-evaluation, supervisory evaluation, and student evaluations which are used to provide faculty with a basis for maintaining the quality of the courses and enhancing teaching effectiveness. Peer evaluation shall be permitted and encouraged but are not mandatory. 2. Faculty assessment will be conducted by the Academic Xxxx or designee on an annual basis for non-tenured faculty except during the final year of employment and once every three (3) years for tenured faculty. Faculty or administration may request an additional evaluation for purposes of consideration for merit, tenure, and promotion. 3. Effective classroom teaching must be a criterion in every faculty evaluation. Effective teaching encompasses both mastery of appropriate bodies of knowledge and communication of that knowledge to students. 4. Contribution to the growth and development of the College and to the public in terms of the College’s mission of public service is also a criterion in faculty evaluation. Demonstration of contribution to the growth and development of the College and to the public in terms of the College’s mission may include but are not limited to contributions to instructional programs, student advising, or service on College committees, co-curricular and extracurricular programs. B. Conditions of Faculty Member Evaluations: 1. Evaluations shall be conducted fairly and in a manner in which faculty members are fully aware of the process and tools to be used. 2. Faculty members shall be notified at least five working days prior to commencement of the formal evaluation process. 3. Each faculty member shall be given a copy of his/her formal evaluation by the beginning of the next semester. In cases where a faculty member’s evaluation will note unsatisfactory job performance, the employer will provide the evaluation to the faculty member with written suggestions for improvement within four to six weeks of the completion of the evaluation discussion. 4. Faculty members shall have the right to respond in writing to their formal evaluations. The response shall be attached to the evaluation included in the personnel file. The faculty member response shall also be forwarded to the administrators receiving the evaluation or report. 5. In the case of an unsatisfactory evaluation, or upon request of the faculty member, a conference between the faculty member and the Xxxx/CEO and evaluator shall be initiated to discuss the evaluation. 6. Supervisors shall assist employees in their development and provide suggestions for improvement for areas considered to be in need of improvement. Faculty members shall have the right to ask for a review by a higher-level supervisor of any evaluation that they feel contains inaccurate or misleading information.

FACULTY MEMBER EVALUATIONS. ‌ The quality of faculty at the College should be maintained through a program of continuing faculty evaluation and a supporting program of faculty development. Instruction and learning are central to the mission of the College. The review process should be vigorous with the expectation that the faculty member shows increasing effectiveness in teaching or consistent effectiveness in cases of individuals where teaching is fully satisfactory from the start. Faculty member evaluation procedures are recognized to be a cooperative effort between the faculty member and his/her supervisor with the purpose of achieving excellence in the area of effective and purposeful instruction and job performance. Professional development plan consultation will occur during the evaluation conference. If substantive changes to the evaluation instrument or process are contemplated, an ad hoc committee shall be established to make recommendations for change to the Xxxx/CEO or designee. Such committee shall be composed of an equal number of faculty members appointed by the union and employer representatives appointed by the Xxxx/CEO. A. Formal evaluations result in a written document, which is placed in a faculty member's official personnel file. 1. Formal evaluations may include components such as self-evaluation, supervisory evaluation, and student evaluations which are used to provide faculty with a basis for maintaining the quality of the courses and enhancing teaching effectiveness. Peer evaluation shall be permitted and encouraged but are not mandatory. 2. Faculty assessment will be conducted by the Academic Xxxx or designee on an annual basis for non-tenured faculty except during the final year of employment and once every three (3) years for tenured faculty. Faculty or administration may request an additional evaluation for purposes of consideration for merit, tenure, and promotion. 3. Effective classroom teaching must be a criterion in every faculty evaluation. Effective teaching encompasses both mastery of appropriate bodies of knowledge and communication of that knowledge to students. 4. Contribution to the growth and development of the College and to the public in terms of the College’s mission of public service is also a criterion in faculty evaluation. Demonstration of contribution to the growth and development of the College and to the public in terms of the College’s mission may include but are not limited to contributions to instructional programs, student advising, or service on College committees, co-curricular and extracurricular programs. B. Conditions of Faculty Member Evaluations: 1. Evaluations shall be conducted fairly and in a manner in which faculty members are fully aware of the process and tools to be used. 2. Faculty members shall be notified at least five working days prior to commencement of the formal evaluation process. 3. Each faculty member shall be given a copy of his/her formal evaluation by the beginning of the next semester. In cases where a faculty member’s evaluation will note unsatisfactory job performance, the employer will provide the evaluation to the faculty member with written suggestions for improvement within four to six weeks of the completion of the evaluation discussion. 4. Faculty members shall have the right to respond in writing to their formal evaluations. The response shall be attached to the evaluation included in the personnel file. The faculty member response shall also be forwarded to the administrators receiving the evaluation or report. 5. In the case of an unsatisfactory evaluation, or upon request of the faculty member, a conference between the faculty member and the Xxxx/CEO and evaluator shall be initiated to discuss the evaluation. 6. Supervisors shall assist employees in their development and provide suggestions for improvement for areas considered to be in need of improvement. Faculty members shall have the right to ask for a review by a higher-level supervisor of any evaluation that they feel contains inaccurate or misleading information.

FACULTY MEMBER EVALUATIONS. ‌ The quality of faculty at the College should be maintained through a program of continuing faculty evaluation and a supporting program of faculty development. Instruction and learning are central to the mission of the College. The review process should be vigorous with the expectation that the faculty member shows increasing effectiveness in teaching or consistent effectiveness in cases of individuals where teaching is fully satisfactory from the start. Faculty member evaluation procedures are recognized to be a cooperative effort between the faculty member and his/her supervisor with the purpose of achieving excellence in the area of effective and purposeful instruction and job performance. Professional development plan consultation will occur during the evaluation conference. If substantive changes to the evaluation instrument or process are contemplated, an ad hoc committee shall be established to make recommendations for change to the Xxxx/CEO or designee. Such committee shall be composed of an equal number of faculty members appointed by the union and employer representatives appointed by the Xxxx/CEO. A. . Formal evaluations result in a written document, which is placed in a faculty member's official personnel file. 1. Formal evaluations may include components such as self-evaluation, supervisory evaluation, and student evaluations which are used to provide faculty with a basis for maintaining the quality of the courses and enhancing teaching effectiveness. Peer evaluation shall be permitted and encouraged but are not mandatory. 2. Faculty assessment will be conducted by the Academic Xxxx Executive Directors of General Education & Transfer, Career Technical Education & Dual Enrollment, or the Director of Nursing or designee on an annual basis for non-tenured faculty except during the final year of employment and once every three (3) years for tenured faculty. Faculty or administration may request an additional evaluation for purposes of consideration for merit, tenure, and promotion. 3. Effective classroom teaching must be a criterion in every faculty evaluation. Effective teaching encompasses both mastery of appropriate bodies of knowledge and communication of that knowledge to students. 4. Contribution to the growth and development of the College and to the public in terms of the College’s mission of public service is also a criterion in faculty evaluation. Demonstration of contribution to the growth and development of the College and to the public in terms of the College’s mission may include but are not limited to contributions to instructional programs, student advising, or service on College committees, co-curricular and extracurricular programs. B. . Conditions of Faculty Member Evaluations: 1. Evaluations shall be conducted fairly and in a manner in which faculty members are fully aware of the process and tools to be used. 2. Faculty members shall be notified at least five working days prior to commencement of the formal evaluation process. 3. Each faculty member shall be given a copy of his/her formal evaluation by the beginning of the next semester. In cases where a faculty member’s evaluation will note unsatisfactory job performance, the employer will provide the evaluation to the faculty member with written suggestions for improvement within four to six weeks of the completion of the evaluation discussion. 4. Faculty members shall have the right to respond in writing to their formal evaluations. The response shall be attached to the evaluation included in the personnel file. The faculty member response shall also be forwarded to the administrators receiving the evaluation or report. 5. In the case of an unsatisfactory evaluation, or upon request of the faculty member, a conference between the faculty member and the Xxxx/CEO and evaluator shall be initiated to discuss the evaluation. 6. Supervisors shall assist employees in their development and provide suggestions for improvement for areas considered to be in need of improvement. Faculty members shall have the right to ask for a review by a higher-level supervisor of any evaluation that they feel contains inaccurate or misleading information.

FACULTY MEMBER EVALUATIONS. ‌ The quality of faculty at the College should be maintained through a program of continuing faculty evaluation and a supporting program of faculty development. Instruction and learning are central to the mission of the College. The review process should be vigorous with the expectation that the faculty member shows increasing effectiveness in teaching or consistent effectiveness in cases of individuals where teaching is fully satisfactory from the start. Faculty member evaluation procedures are recognized to be a cooperative effort between the faculty member and his/her supervisor with the purpose of achieving excellence in the area of effective and purposeful instruction and job performance. Professional development plan consultation will occur during the evaluation conference. If substantive changes to the evaluation instrument or process are contemplated, an ad hoc committee shall be established to make recommendations for change to the Xxxx/CEO or designee. Such committee shall be composed of an equal number of faculty members appointed by the union and employer representatives appointed by the Xxxx/CEO. A. Formal X. Xxxxxx evaluations result in a written document, which is placed in a faculty member's official personnel file. 1. Formal evaluations may include components such as self-evaluation, supervisory evaluation, and student evaluations which are used to provide faculty with a basis for maintaining the quality of the courses and enhancing teaching effectiveness. Peer evaluation shall be permitted and encouraged but are not mandatory. 2. Faculty assessment will be conducted by the Academic Xxxx or designee on an annual basis for non-tenured faculty except during the final year of employment and once every three (3) years for tenured faculty. Faculty or administration may request an additional evaluation for purposes of consideration for merit, tenure, and promotion. 3. Effective classroom teaching must be a criterion in every faculty evaluation. Effective teaching encompasses both mastery of appropriate bodies of knowledge and communication of that knowledge to students. 4. Contribution to the growth and development of the College and to the public in terms of the College’s mission of public service is also a criterion in faculty evaluation. Demonstration of contribution to the growth and development of the College and to the public in terms of the College’s mission may include but are not limited to contributions to instructional programs, student advising, or service on College committees, co-curricular and extracurricular programs. B. Conditions of Faculty Member Evaluations: 1. Evaluations shall be conducted fairly and in a manner in which faculty members are fully aware of the process and tools to be used. 2. Faculty members shall be notified at least five working days prior to commencement of the formal evaluation process. 3. Each faculty member shall be given a copy of his/her formal evaluation by the beginning of the next semester. In cases where a faculty member’s evaluation will note unsatisfactory job performance, the employer will provide the evaluation to the faculty member with written suggestions for improvement within four to six weeks of the completion of the evaluation discussion. 4. Faculty members shall have the right to respond in writing to their formal evaluations. The response shall be attached to the evaluation included in the personnel file. The faculty member response shall also be forwarded to the administrators receiving the evaluation or report. 5. In the case of an unsatisfactory evaluation, or upon request of the faculty member, a conference between the faculty member and the Xxxx/CEO and evaluator shall be initiated to discuss the evaluation. 6. Supervisors shall assist employees in their development and provide suggestions for improvement for areas considered to be in need of improvement. Faculty members shall have the right to ask for a review by a higher-level supervisor of any evaluation that they feel contains inaccurate or misleading information.

FACULTY MEMBER EVALUATIONS. ‌ The quality of faculty at the College should be maintained through a program of continuing faculty evaluation and a supporting program of faculty development. Instruction and learning are central to the mission of the College. The review process should be vigorous with the expectation that the faculty member shows increasing effectiveness in teaching or consistent effectiveness in cases of individuals where teaching is fully satisfactory from the start. Faculty member evaluation procedures are recognized to be a cooperative effort between the faculty member and his/her supervisor with the purpose of achieving excellence in the area of effective and purposeful instruction and job performance. Professional development plan consultation will occur during the evaluation conference. If substantive changes to the evaluation instrument or process are contemplated, an ad hoc committee shall be established to make recommendations for change to the Xxxx/CEO or designee. Such committee shall be composed of an equal number of faculty members appointed by the union and employer representatives appointed by the Xxxx/CEO. A. Formal X. Xxxxxx evaluations result in a written document, which is placed in a faculty member's official personnel file. 1. Formal evaluations may include components such as self-evaluation, supervisory evaluation, and student evaluations which are used to provide faculty with a basis for maintaining the quality of the courses and enhancing teaching effectiveness. Peer evaluation shall be permitted and encouraged but are not mandatory. 2. Faculty assessment will be conducted by the Academic Xxxx or designee on an annual basis for non-tenured faculty except during the final year of employment and once every three (3) years for tenured faculty. Faculty or administration may request an additional evaluation for purposes of consideration for merit, tenure, and promotion. 3. Effective classroom teaching must be a criterion in every faculty evaluation. Effective teaching encompasses both mastery of appropriate bodies of knowledge and communication of that knowledge to students. 4. Contribution to the growth and development of the College and to the public in terms of the College’s mission of public service is also a criterion in faculty evaluation. Demonstration of contribution to the growth and development of the College and to the public in terms of the College’s mission may include but are not limited to contributions to instructional programs, student advising, or service on College committees, co-co- curricular and extracurricular programs. B. Conditions of Faculty Member Evaluations: 1. Evaluations shall be conducted fairly and in a manner in which faculty members are fully aware of the process and tools to be used. 2. Faculty members shall be notified at least five working days prior to commencement of the formal evaluation process. 3. Each faculty member shall be given a copy of his/her formal evaluation by the beginning of the next semester. In cases where a faculty member’s evaluation will note unsatisfactory job performance, the employer will provide the evaluation to the faculty member with written suggestions for improvement within four to six weeks of the completion of the evaluation discussion. 4. Faculty members shall have the right to respond in writing to their formal evaluations. The response shall be attached to the evaluation included in the personnel file. The faculty member response shall also be forwarded to the administrators receiving the evaluation or report. 5. In the case of an unsatisfactory evaluation, or upon request of the faculty member, a conference between the faculty member and the Xxxx/CEO and evaluator shall be initiated to discuss the evaluation. 6. Supervisors shall assist employees in their development and provide suggestions for improvement for areas considered to be in need of improvement. Faculty members shall have the right to ask for a review by a higher-level supervisor of any evaluation that they feel contains inaccurate or misleading information.

FACULTY MEMBER EVALUATIONS. ‌ The quality of faculty at the College should be maintained through a program of continuing faculty evaluation and a supporting program of faculty development. Instruction and learning are central to the mission of the College. The review process should be vigorous with the expectation that the faculty member shows increasing effectiveness in teaching or consistent effectiveness in cases of individuals where teaching is fully satisfactory from the start. Faculty member evaluation procedures are recognized to be a cooperative effort between the faculty member and his/her supervisor with the purpose of achieving excellence in the area of effective and purposeful instruction and job performance. Professional development plan consultation will occur during the evaluation conference. If substantive changes to the evaluation instrument or process are contemplated, an ad hoc committee shall be established to make recommendations for change to the Xxxx/CEO or designee. Such committee shall be composed of an equal number of faculty members appointed by the union and employer representatives appointed by the Xxxx/CEO. A. Formal X. Xxxxxx evaluations result in a written document, which is placed in a faculty member's official personnel file. 1. Formal evaluations may include components such as self-evaluation, supervisory evaluation, and student evaluations which are used to provide faculty with a basis for maintaining the quality of the courses and enhancing teaching effectiveness. Peer evaluation shall be permitted and encouraged but are not mandatory. 2. Faculty assessment will be conducted by the Academic Xxxx or designee on an annual basis for non-tenured faculty except during the final year of employment and once every three (3) years for tenured faculty. Faculty or administration may request an additional evaluation for purposes of consideration for merit, tenure, and promotion. 3. Effective classroom teaching must be a criterion in every faculty evaluation. Effective teaching encompasses both mastery of appropriate bodies of knowledge and communication of that knowledge to students. 4. Contribution to the growth and development of the College and to the public in terms of the College’s mission of public service is also a criterion in faculty evaluation. Demonstration of contribution to the growth and development of the College and to the public in terms of the College’s mission may include but are not limited to contributions to instructional programs, student advising, or service on College committees, co-co- curricular and extracurricular programs. B. Conditions of Faculty Member Evaluations: 1. Evaluations shall be conducted fairly and in a manner in which faculty members are fully aware of the process and tools to be used. 2. Faculty members shall be notified at least five working days prior to commencement of the formal evaluation process. 3. Each faculty member shall be given a copy of his/her formal evaluation by the beginning of the next semester. In cases where a faculty member’s evaluation will note unsatisfactory job performance, the employer will provide the evaluation to the faculty member with written suggestions for improvement within four to six weeks of the completion of the evaluation discussion. 4. Faculty members shall have the right to respond in writing to their formal evaluations. The response shall be attached to the evaluation included in the personnel file. The faculty member response shall also be forwarded to the administrators receiving the evaluation or report. 5. In the case of an unsatisfactory evaluation, or upon request of the faculty member, a conference between the faculty member and the Xxxx/CEO and evaluator shall be initiated to discuss the evaluation. 6. Supervisors shall assist employees in their development and provide suggestions for improvement for areas considered to be in need of improvement. Faculty members shall have the right to ask for a review by a higher-level supervisor of any evaluation that they feel contains inaccurate or misleading information.

FACULTY MEMBER EVALUATIONS. ‌ The quality of faculty at the College should be maintained through a program of continuing faculty evaluation and a supporting program of faculty development. Instruction and learning are central to the mission of the College. The review process should be vigorous with the expectation that the faculty member shows increasing effectiveness in teaching or consistent effectiveness in cases of individuals where teaching is fully satisfactory from the start. Faculty member evaluation procedures are recognized to be a cooperative effort between the faculty member and his/her supervisor with the purpose of achieving excellence in the area of effective and purposeful instruction and job performance. Professional development plan consultation will occur during the evaluation conference. If substantive changes to the evaluation instrument or process are contemplated, an ad hoc committee shall be established to make recommendations for change to the Xxxx/CEO or designee. Such committee shall be composed of an equal number of faculty members appointed by the union and employer representatives appointed by the Xxxx/CEO. A. Formal evaluations result in a written document, which is placed in a faculty member's official personnel file. 1. Formal evaluations may include components such as self-evaluation, supervisory evaluation, and student evaluations which are used to provide faculty with a basis for maintaining the quality of the courses and enhancing teaching effectiveness. Peer evaluation shall be permitted and encouraged but are not mandatory. 2. Faculty assessment will be conducted by the Academic Xxxx or designee on an annual basis for non-tenured faculty except during the final year of employment and once every three (3) years for tenured faculty. Faculty or administration may request an additional evaluation for purposes of consideration for merit, tenure, and promotion. 3. Effective classroom teaching must be a criterion in every faculty evaluation. Effective teaching encompasses both mastery of appropriate bodies of knowledge and communication of that knowledge to students. 4. Contribution to the growth and development of the College and to the public in terms of the College’s mission of public service is also a criterion in faculty evaluation. Demonstration of contribution to the growth and development of the College and to the public in terms of the College’s mission may include but are not limited to contributions to instructional programs, student advising, or service on College committees, co-co- curricular and extracurricular programs. B. Conditions of Faculty Member Evaluations: 1. Evaluations shall be conducted fairly and in a manner in which faculty members are fully aware of the process and tools to be used. 2. Faculty members shall be notified at least five working days prior to commencement of the formal evaluation process. 3. Each faculty member shall be given a copy of his/her formal evaluation by the beginning of the next semester. In cases where a faculty member’s evaluation will note unsatisfactory job performance, the employer will provide the evaluation to the faculty member with written suggestions for improvement within four to six weeks of the completion of the evaluation discussion. 4. Faculty members shall have the right to respond in writing to their formal evaluations. The response shall be attached to the evaluation included in the personnel file. The faculty member response shall also be forwarded to the administrators receiving the evaluation or report. 5. In the case of an unsatisfactory evaluation, or upon request of the faculty member, a conference between the faculty member and the Xxxx/CEO and evaluator shall be initiated to discuss the evaluation. 6. Supervisors shall assist employees in their development and provide suggestions for improvement for areas considered to be in need of improvement. Faculty members shall have the right to ask for a review by a higher-level supervisor of any evaluation that they feel contains inaccurate or misleading information.