PERFORMANCE EVALUATION GUIDELINES. Performance evaluations will be conducted in accordance with the following guidelines:
1. Performance evaluations have as their primary purpose the assessment of whether, consistent with contemporary standards of the institution, the faculty unit member achieved, exceeded or fell short of the level of performance reasonably expected of faculty unit members of like rank, experience and tenure status and with comparable professional responsibilities and resources. A secondary purpose, in conjunction with the evaluation of tenure track faculty unit members or faculty unit members at the junior ranks, is to assess progress toward achieving the levels of performance that, under contemporary institutional standards for faculty unit members with comparable professional responsibilities and resources, justify promotion to a more senior rank or award of tenure.
2. Institutional standards implementing Board Policy No. 4:38 will be made available to faculty no later than August 1. Where changes have been made in institutional standards, the changed standards will become effective for the evaluation year beginning on January 1 of the subsequent year. Annual evaluations covering the subsequent year will be based upon such changes, and promotion or tenure applications filed by during the subsequent year will be reviewed with due consideration for such changes.
3. All faculty unit members holding full-time nine, ten, eleven or twelve month appointments will be evaluated annually. The annual evaluation of faculty unit members holding tenure track or tenure appointments will cover relevant activities during the calendar year ending with the close of the fall semester. The annual evaluation of faculty unit members holding term appointments, whether at professorial or lecturer rank, will cover relevant activities during the term of the appointment. The evaluation will be conducted by each faculty unit member's department head and will include student opinion surveys as described in § 12.4 if the faculty unit member's duties include teaching. If it is not practical to address fall semester student opinion surveys for the current evaluation, they will be addressed in the subsequent evaluation.
a. Faculty unit members serving on tenure track appointments will be responsible for proposing three-year plans for their own professional development in the areas of teaching, scholarship and service. Individualized professional development plans must address institutional standards f...
PERFORMANCE EVALUATION GUIDELINES.
1. Probationary faculty unit members will be formally evaluated during each semester for their first two (2) years of employment at the special schools. Formal evaluation will be completed by November 30 in the fall semester and March 1 in the spring semester.
2. Annual evaluation of continuing contract faculty unit members will be completed by March 1 of each year. The annual evaluation will cover faculty unit member performance during the twelve months preceding the evaluation, and its scope and extent of the annual evaluation may be determined as provided in sections 11.2 and 11.3(3).
3. Faculty evaluation is an ongoing process and may include at least one (1) formal observation of not less than thirty (30) minutes of a class period and may consist of informal observations of assigned responsibilities. The administration will give the faculty unit member at least one-day advance notice that such a formal observation has been scheduled for purposes of the annual evaluation. If a formal observation of instruction in a classroom or of another work assignment is made, a post-observation conference will be scheduled at a mutually agreed-upon time, but no later than fifteen
PERFORMANCE EVALUATION GUIDELINES.
1. Probationary faculty unit members will be formally evaluated during each semester for their first two (2) years of employment at the special schools. Formal evaluation will be completed by November 30 in the fall semester and March 1 in the spring semester.
2. Annual evaluation of continuing contract faculty unit members will be completed by March 1 of each year. The annual evaluation will cover faculty unit member performance during the twelve months preceding the evaluation, and its scope and extent of the annual evaluation may be determined as provided in sections 11.2 and 11.3(3).
3. Faculty evaluation is an ongoing process and may include at least one (1) formal observation of not less than thirty (30) minutes of a class period and may consist of informal observations of assigned responsibilities. The administration will give the faculty unit member at least one- day advance notice that such a formal observation has been scheduled for purposes of the annual evaluation. If a formal observation of instruction in a classroom or of another work assignment is made, a post-observation conference will be scheduled within two days and conducted within five working days of the observationat a mutually agreed-upon time, but no later than fifteen (15) working days after the observation.
4. The evaluator(s) will discuss the formal evaluation document with the faculty unit member. The performance evaluation will be in written form and signed by the evaluator(s), with a copy furnished to the faculty unit member prior to the discussion. The faculty unit member will have ten (10) working days in which to respond in writing. All such responses will be given to the evaluator who in turn will attach the faculty unit member's response(s) to the evaluation instrument.
5. If the evaluation identified deficiencies in the performance of assigned duties that are considered serious by the supervisor(s), the administration will develop a constructive plan to remedy the faculty unit member's deficiencies. The plan will may provide for assistance from the administration. No plan will be implemented until the immediate supervisor has held a meeting with the faculty unit member to discuss the plan. If the faculty unit member disagrees with any aspect of the plan, the faculty unit member will have the right to respond in writing to the areas of disagreement. All such objections of the faculty unit member will be attached to the plan. Teachers who receive an unsatisfactory evalu...
PERFORMANCE EVALUATION GUIDELINES. 1. PURPOSE - periodic written evaluation of the performance of a paraprofessional is intended to identify the strengths and weaknesses of that performance and provide suggestions and direction for improvement.
PERFORMANCE EVALUATION GUIDELINES a. The Fire Chief shall annually evaluate the performance of each of his or her subordinate Fire Management Group A employees to determine their individual eligibility for a performance increase and how much such increase, if any, will be. Such annual performance evaluation shall occur immediately following each individual Fire Management Group A employee=s employment anniversary date and cover the twelve (12) month period preceding that date. Additionally, at least one (1) informal midyear progress review shall be held between the Fire Chief and each of his or her subordinate Fire Management Group A employees.
