Results of Evaluation Process. At the conclusion of the process, the Chair will provide a written performance evaluation that includes the determination of either satisfactory or unsatisfactory performance. Within ten (10) business days of the meeting, the Bargaining Unit Faculty member may write a response to the evaluation. Copies of both the Chair’s evaluation results and the Bargaining Unit Faculty member’s response to it will be placed in the Bargaining Unit Faculty member’s departmental or School file. If the Bargaining Unit Faculty member receives an evaluation of unsatisfactory, the Chair will provide the Bargaining Unit Faculty member with a performance improvement plan (PIP) that is objective, achievable and measurable (and the information, time and tools for ensuring the improvements are possible to make) before re-evaluation, which will be scheduled for the end of the PIP. Evaluations are not subject to the Grievance and Arbitration procedure.
Results of Evaluation Process. At the conclusion of the process, the chair or their designee will provide a written evaluation letter in accordance with University evaluation practices. For Assistant and Associate Teaching Professors, it must include a clear indication of what the NTT Faculty member might do to enhance their candidacy for promotion. For all academic year NTT Faculty, the evaluation will indicate whether performance is satisfactory or unsatisfactory. Within ten (10) business days of the receipt of the report, the NTT Faculty member may write a response to the evaluation. Copies of both the FAR evaluation letter and the NTT Faculty member’s response will be placed in the NTT Faculty member’s personnel file.
Results of Evaluation Process. 1. At the conclusion of the process, the Chair or qualified designee will provide a written performance evaluation that includes the determination of either satisfactory or unsatisfactory performance.
Results of Evaluation Process. Within ten (10) business days of receiving the written performance evaluation, the Adjunct Faculty member may write a response to the evaluation. Copies of both the Chair or their designee’s evaluation and the Adjunct Faculty member’s response to it will be placed in the Adjunct Faculty member’s departmental or School file. If the Adjunct Faculty member receives an evaluation of unsatisfactory, the Chair or designee will provide the Adjunct Faculty member with a performance improvement plan (PIP) that is objective, achievable and measurable (and the information, time and tools for ensuring the improvements are possible to make) before re-evaluation, which will be scheduled for the end of the PIP. Evaluations are not subject to the Grievance and Arbitration procedure.
Results of Evaluation Process. Within ten (10) business days of the meeting, the Adjunct Faculty member (unit employee) may write a response to the evaluation. Copies of both the Chair’s evaluation and the Adjunct Faculty member’s (unit employee’s) response to it will be placed in the Adjunct Faculty member’s (unit employee’s) departmental or School file. If the Adjunct Faculty member (unit employee) receives an evaluation of unsatisfactory, the Chair will provide the Adjunct Faculty member (unit employee) with a performance improvement plan (PIP) that is objective, achievable and measurable (and the information, time and tools for ensuring the improvements are possible to make) before re-evaluation, which will be scheduled for the end of the PIP. Evaluations are not subject to the Grievance and Arbitration procedure.
