Post-Tenure Review. For the purpose of maintaining and improving effectiveness, tenured faculty members shall be evaluated and shall submit reports as described in this Article. The Xxxx/designee and/or Athletic Director/designee shall submit written comments in response to written reports submitted by faculty members in accordance with this Article.
Post-Tenure Review. The University recognizes that the purpose of tenure is to protect academic freedom. The purpose of instituting a post-tenure review procedure is to comply with the state's post-tenure review statute, which calls for the regular, periodic review of all tenured faculty members. Post- Tenure review will be based on an evaluation of the faculty member's teaching, scholarly activity, and service to the University and community as described in this article. The timelines set forth below are a guideline for the process. While every effort will be made to adhere to the timelines, failure to adhere to timelines does not in and of itself justify a grievance. When a timeline is not met by the Administration, a written explanation must be provided to the faculty member. A faculty member grieving a failure to meet a timeline must demonstrate as part of the grievance process that the decision was prejudiced by the failure to meet the timeline.
Post-Tenure Review. The Association and the faculty and professional staff at the fifteen (15) community colleges are committed to the continual improvement of the quality of education at their respective institutions and renew their commitment to the periodic evaluation of tenured unit members that has been a integral element of the parties’ agreement over the years. In furtherance of this objective, the parties agree to this post-tenure review professional development plan procedure. The Employer and the Association agree that the goals of the post-tenure review professional development procedure are to:
Post-Tenure Review. 24.1 The University recognizes that the purpose of tenure is to protect academic freedom. The post- tenure review procedure needs to comply with the State's post-tenure review statute, which calls for the regular, periodic review of all tenured faculty members. At Highlands, faculty who have received tenure are still reviewed biennially for performance in the areas of teaching, research, and service; and this aligns with the requirement for periodic post-tenure review of all tenured faculty and follows the evaluation procedures outlined in Article 23.
24.2 The timelines set forth below are a guideline for the process. While every effort will be made to adhere to the timelines, failure to adhere to timelines does not in and of itself justify a grievance. When a timeline is not met by the Administration, a written explanation must be provided to the faculty member. A faculty member grieving a failure to meet a timeline must demonstrate as part of the grievance process that the decision was prejudiced by the failure to meet the timeline.
Post-Tenure Review. The Association and the faculty and professional staff at the fifteen (15) community colleges are committed to the continual improvement of the quality of education at their respective institutions and renew their commitment to the periodic evaluation of tenured unit members that has been a integral element of the parties’ agreement over the years. In furtherance of this objective, the parties agree to this post-tenure review professional development plan procedure. The Employer and the Association agree that the goals of the post-tenure review professional development procedure are to:
A. Uphold the integrity of tenure and academic freedom;
B. Assess the professional performance of tenured unit members;
C. Improve performance and quality of instruction and service to students.
Post-Tenure Review. The post-tenure review process is generally intended to be a formative rather than a summative process of faculty evaluation, focused on faculty development. It is not intended to be the equivalent of the probationary evaluation of tenure track faculty. The process should review and encourage ongoing development, scholarship, and productivity, including feedback concerning progress toward promotion where applicable. Alleged violation of this intent language is subject solely to the complaint process in Article 7.
a. Post-Tenure Review Process Every six (6) years, tenured UNAC bargaining unit members shall be evaluated comprehensively. A scheduled review will occur six (6) years from the date of the UNAC bargaining unit member’s most recent post-tenure review or successful promotion review was initiated. A successful promotion “resets the clock” and the next post-tenure review will occur six (6) years after the initiation of the review process. These evaluations shall be conducted in accordance with the procedures set forth in this Article. The UNAC bargaining unit member shall submit a file including the following documents:
1. Current CV;
2. Annual workload assignments for the period under review;
3. A cumulative activity report for the period under review;
Post-Tenure Review. Post-Tenure Reviews of bargaining unit members will be conducted consistent with the process established in the Post-Tenure Review procedures on the Faculty Affairs website. A Post-Tenure Review is to be performed if:
a. requested by a bargaining unit member;
b. requested by the academic unit head or supervisor after one negative Periodic Review of Faculty (PROF); or
c. a bargaining unit member receives two consecutive negative PROFs. For the purposes of a post-tenure review, a negative PROF is defined as receiving “failed to meet expectations of satisfactory performance” in one or more areas of a position description.
Post-Tenure Review. The post-tenure review process is generally intended to be a formative rather than a summative process of faculty evaluation, focused on faculty development. It is not intended to be the equivalent of the probationary evaluation of tenure track faculty. The process should review and encourage ongoing development, scholarship, and productivity, including feedback concerning progress toward promotion where applicable. Alleged violation of this intent language is subject solely to the complaint process in Article 7.
a. Post-Tenure Review Process Every six years, tenured unit members shall be evaluated comprehensively. These evaluations shall be conducted in accordance with the procedures set forth in this Article. The unit member shall submit a file including the following documents:
1. Current CV;
2. Annual workload assignments for the period under review;
3. A cumulative activity report for the period under review;
Post-Tenure Review. The retention of a competent faculty helps ensure that the mission of Grays Harbor College is being accomplished. Through the joint efforts of faculty and administration, the college shall conduct ongoing assessment of faculty performance using multiple indices (as required by institutional accreditation) including self-evaluation, administrative observation, student-course evaluation, and professional growth. Assessment activities will take place yearly within a five-year cycle. Yearly ongoing assessment culminates in a comprehensive post-tenure evaluation of each faculty member at least once within each five-year period of service. For professional technical faculty undergoing post-tenure review, the process will be coupled with the process for the renewal of their five-year professional technical certification.
Post-Tenure Review. The master contract applies with the understanding that the Vice President of Instruction can designate another administrator to complete his/her duties as described in this section and an addition to the "multi-part evaluation" to include a fifth section with information from the DOC staff.
