The Evaluation Committee. The Evaluation Committee shall consist of two of the following three people: • the President; • the Vice-President Academic (chairperson); • the Faculty Xxxx of the faculty member being evaluated; • additional members may be included, at the discretion of the Committee, when added expertise is required. The Evaluation Committee shall send a letter to each faculty member referred to the Committee as needing performance improvement. This letter shall identify those areas of performance requiring improvement and shall schedule a meeting with the Evaluation Committee in order to work out a strategy which effectively responds to the performance issues indicated. The Chairperson of the Evaluation Committee, or designate, shall meet with each faculty member referred to the Committee, and, in consultation with the faculty member, shall devise a plan to address the areas of concern which may stipulate a specific term and/or time frame for improvement. The faculty member shall be provided with a summary of the meeting and the strategy for improvement, with the time frame for resolution. A copy of the summary shall be forwarded to the Faculty Association. The Evaluation Committee, or its designate, shall reconvene with the faculty member at the end of the stipulated period described above, to discuss the progress and outcome regarding the plan. Based on this review, the Committee shall then notify the faculty member, in writing, with a copy to the Faculty Association, that: • the faculty member has satisfied the stated criteria for improvement; • the faculty member has failed to show the required level of improvement, and further improvement is required; • if a Probationary faculty member, and they have not satisfied the criteria for improvement, the faculty member’s employment will not be continued. When a disagreement arises concerning the nature or existence of a problem, the faculty member may write a letter of dissension and submit affidavits and testimony contrary to any finding of the Evaluation Committee, or of the Developmental Review Committee, and request inclusion of same in their personnel file.
The Evaluation Committee. The goal of the Evaluation Committee is to identify and validate strengths, to identify Article 6 (continued) areas needing improvement, and to suggest areas for growth. The committee should limit itself to the agreed-upon expectations for conditions of improvement and parameters that the faculty member and department have identified. During the evaluation cycle, the Educational Administrator and the Evaluation Committee members shall make scheduled and announced visits to classes or work areas for observation purposes. The Evaluation Committee will meet with the faculty member in the Pre-Observation and Post- Observation Meetings and sign the final evaluation report. Every effort will be made for evaluation meetings to be scheduled with due consideration of faculty assignments. In the event that a committee member misses a meeting, that committee member will meet with both the Educational Administrator and the evaluation committee chair, within five work days, to fulfill committee obligations. A minority statement may be submitted to the evaluation package prior to the report being finalized and signed. All comments and recommendations will be tied to components relevant to the faculty member’s job description. Personal criticisms, challenges to academic freedom, and identification of goals outside of these parameters are not appropriate.
The Evaluation Committee. The Evaluation Committee for the second-year probationary faculty member will be the same as that for the first year. The Evaluation Committee Chair will convene committee meetings and maintain the Evaluation File and Evaluation Committee minutes. Should a vacancy occur on the committee for any reason, the Committee Chair will fill the vacancy using the procedure described in section I.A. above no later than the third week of the second Fall Semester of employment. All decisions and recommendations of the Evaluation Committee require the affirmative vote of three members, except for a Recommendation to Employ the Probationary Employee as a Tenured Employee for all Subsequent Academic Years or a Recommendation to Not Enter into a Contract for the Following Academic Year which require the affirmative vote of four members. If the Evaluation Committee is unable to make a decision or recommendation, the Superintendent/President and the president of the Academic Senate will confer and make the decision or recommendation.
The Evaluation Committee. The goal of the Evaluation Committee is to identify and validate strengths, to identify areas needing improvement, and to suggest areas for growth. The committee should limit itself to the agreed-upon expectations for conditions of improvement and parameters that the faculty member and department have identified. During the evaluation cycle, the Educational Administrator and the Evaluation Committee members shall make scheduled and announced visits to classes or work areas for observation purposes. The Evaluation Committee will meet with the faculty member in the Pre-Observation and Post-Observation Meetings and sign the final evaluation report. Every effort will be made for evaluation meetings to be scheduled with due consideration of faculty assignments. In the event that a committee member misses a meeting, that committee member will meet with both the Educational Administrator and the evaluation committee chair, within five working days, to fulfill committee obligations. Any committee member(s) may submit a minority statement to the Evaluation Package prior to the report being finalized and signed. A minority statement is a separate written statement presented by member(s) of a committee who disagree with the majority. All comments and recommendations will be tied to components relevant to the faculty member’s job description. Personal criticisms, challenges to academic freedom, and identification of goals outside of these parameters are not appropriate.
The Evaluation Committee. This procedure shall be the official evaluation procedure and shall be reviewed annually by the Employee Performance Evaluation Committee (EPEC). The Committee is comprised of bargaining unit members and administrators. The EPEC has the authority to meet annually prior to the opening day to review and make any changes to the District’s Evaluation Procedures. The Administration will then annually provide to the staff a copy of the Evaluation Procedures which outlines procedures and timelines for evaluations.
The Evaluation Committee. The Evaluation Committee shall consist of two of the following three people: the President; the Vice-President Academic (chairperson); the Faculty Xxxx of the faculty member being evaluated; additional members may be included, at the discretion of the Committee, when added expertise is required.
The Evaluation Committee. 1. Substantive changes to the Teacher Evaluation System Procedures Manual (Evaluation Manual) shall reflect new contractual language agreements in this article. The Evaluation Committee is charged with aligning those contractual language changes to the Teacher Evaluation System Procedures Manual (Evaluation Manual).
