Faculty Evaluation Sample Clauses
The Faculty Evaluation clause establishes the procedures and criteria for assessing the performance of faculty members within an institution. Typically, this clause outlines the frequency of evaluations, the methods used—such as peer review, student feedback, or administrative assessment—and the areas of performance being reviewed, like teaching effectiveness, research output, and service contributions. By formalizing the evaluation process, this clause ensures transparency, consistency, and accountability in faculty assessments, helping to maintain academic standards and support professional development.
Faculty Evaluation. Non-tenured faculty members shall be formally evaluated at least annually by the administration. This formal evaluation will include classroom visits with post- conference as well as the requirement of the faculty member to develop a plan identifying professional development and instructional activities which will ▇▇▇▇▇▇ student learning and/or retention in subsequent years. Peer evaluation may also be utilized. Formal evaluation shall include, but not be limited to, student evaluations of faculty for all course sections taught, review of course and curriculum materials, classroom/laboratory observations and fulfillment of professional responsibilities to students and the college. Tenured faculty will have one formal evaluation every three years. The faculty member’s immediate supervisor will determine in which of the three years the formal evaluation shall occur. On formal evaluation years, tenured faculty shall be formally evaluated by the administration utilizing the same processes as outlined above for non-tenured faculty. However, student evaluations of tenured faculty shall be conducted in at least two on-campus course sections per semester during the years between formal evaluations. If so warranted as a result of unfavorable student evaluations or supervisory concerns, a tenured faculty member may be formally evaluated more frequently than normally required. During the years between formal evaluations (informal evaluation years), a developmental plan will be required. During these informal evaluation years, there will be no required classroom visitations by the immediate supervisor. On or before October 1 of the informal evaluation years, the developmental plan will be submitted by the faculty member to his/her supervisor for approval, and the faculty member will identify professional development and/or instructional activities which will ▇▇▇▇▇▇ increased student learning and/or retention during that academic year. Activities outlined within this plan and a report on the accomplishments shall be submitted by May 1 of the same academic year to the faculty member’s immediate supervisor.
Faculty Evaluation.
14.1: Purpose: The purpose of the evaluation procedure described herein is twofold: The primary purpose is to help faculty to improve their professional performance, and second, to provide those individuals responsible for making personnel decisions, including promotion and/or tenure, with information regarding faculty performance.
14.2: Student Evaluation of Teaching: Each faculty member will be evaluated for each course each semester. All student evaluations of teaching shall be subject to the exclusions specified in 14.3. Faculty members who team-teach shall be evaluated individually on the same basis as a faculty member teaching a course individually.
14.3: Exclusions: The following courses shall not be evaluated by students:
Faculty Evaluation. (a) All Full-Time Members shall participate in a faculty evaluation process as outlined in the Faculty Performance Policy.
(b) The College agrees that it shall not amend the Faculty Performance Policy until the College has:
(i) notified FARDC of its intention to amend the said Policy; and
(ii) consulted with FARDC as to the appropriateness of the proposed amendments. [Consultation shall mean a full and ▇▇▇▇▇ discussion of the issues involved in the proposed amendments.]
(c) The College and FARDC shall act fairly and reasonably in the administration of evaluations as outlined in the Faculty Performance Policy.
(d) FARDC agrees that it shall not initiate a grievance on the basis of a purely procedural violation of the Faculty Performance Policy provided that the procedural violation does not substantially affect the Member’s rights under the Faculty Performance Policy.
Faculty Evaluation. All full-time faculty members, both non-tenured and tenured, will be formally evaluated as mandated by and in accordance with Board Policy 4113 and Procedure P4113, and Policy 4115 (which governs the related area of Probation, Job Security and Non-Retention) as they are currently constituted at the time this contract is signed or as they may be amended or revised thereafter. The Board and Association agree that Board Policies 4113 and 4115 and Procedure P4113 shall not be changed during the contract without mutual agreement. They also agree that Procedure P4113 is the document referred to in Policy 4113 as the “evaluation procedure manual.” The Board and Association agree that, if Policies 4113 and 4115 and Procedure P4113 have been properly followed and executed, the supervisor’s final judgment of the faculty member’s performance rating resulting from the evaluation is not subject to the grievance procedures in Article IV of this agreement. Violations of Policies 4115 or 4113 or Procedure P4113 that are made during the process of making the evaluation are subject to the grievance procedures in Article IV of this agreement.
Faculty Evaluation. A. The performance appraisal period shall coincide with the contract year.
B. Faculty with Probationary Status: It is assumed at the time of initial employment that faculty members are already competent in their discipline(s). The period of probationary employment shall be used for the purpose of testing that assumption. Thus, evaluations during the period of probationary employment should note areas (if any) where the probationary faculty member needs improvement before achieving continuing appointment status.
C. Faculty with Continuing Status: The granting of a continuing appointment acknowledges professional competence in the assigned disciplines(s). Evaluations shall be for the purpose of assessing the effectiveness of that faculty member's activities aimed at enhancing competence.
Faculty Evaluation. The evaluation of faculty shall conform to the laws, rules, and regulations of the State of Florida related to full-time faculty duties and responsibilities. Faculty evaluation shall be conducted in a fair, constructive, objective manner and shall serve to maintain and improve the quality of instruction and support services in furtherance of the College’s primary mission. The goal of the evaluation is to encourage and recognize excellence in faculty performance and to provide the opportunity for faculty members and their supervisors to discuss performance regularly and in a consistent manner throughout the College. All faculty will be evaluated using the essential responsibilities regardless of the faculty member’s assignment: teaching, librarian, or counselor. In addition, responsibilities specific to the type of faculty assignment will be used as additional criteria that will provide more discrete information in the performance evaluation and feedback cycle. The essential and specific responsibilities are found in Appendix B, Faculty Evaluation Forms.
Faculty Evaluation. Both parties recognize the importance and value of a process for assisting and evaluating progress and success of tenure track, terminal, special contract, grant funded, and tenured faculty. All evaluations of faculty members will follow the process and procedures established in the Full-time Faculty Evaluation Manual, the Full-time Faculty Evaluation Manual Appendix, the Tenure Process Manual, the Tenure Process Manual Appendix, and approved forms dated November 2013. These manuals, appendices, and forms may only be revised, updated, or in any manner changed by mutual consent between the Faculty Association and the College. All dates and deadlines stated in these manuals are binding absent written agreement to modify them signed by the faculty member and the Faculty Association.
1. Evaluation Process and Components
a. Evaluation of faculty members is the primary responsibility of their ▇▇▇▇.
b. All evaluations of faculty members will include a ▇▇▇▇’▇ classroom observation, tenure-track committee or mentoring committee report, reviews of course materials, self-report, and may include optional peer observation report(s).The sole purpose of student evaluations are for faculty use to inform instructional practice.
(1) Student ratings for all courses will be collected and stored through a College provided system. The student evaluations can only be accessed and used by the faculty member.
(2) The faculty member may use relevant student feedback for the purposes of modifying and improving courses. The faculty member can choose to include the data collected in their self- report.
c. The relative weight of the Professional Service, College/Community Service, and Professional Development and Affiliation will be determined on each individual faculty member’s evaluation matrix. This matrix must be developed between the faculty member and the ▇▇▇▇ and will only include known duties and responsibilities of the position to be evaluated and/or as stipulated in the evaluation matrix.
d. No person other than a designated evaluator(s) as provided above will be permitted to evaluate the work performance of any faculty member within the bargaining unit.
e. Student complaints if applicable and processed according to Article 17 may be utilized in the evaluation process.
f. Faculty members who work on Faculty Association committees (e.g., Faculty Senate, Academic Senate) may claim credit for such activities as part of the faculty evaluation process under the category of College...
Faculty Evaluation. A. The evaluation of faculty shall be used to improve instruction and to aid in determining whether or not a faculty member shall be reappointed, promoted, tenured or continue to be employed.
Faculty Evaluation. Intent 2104 The parties recognize the importance and value of the evaluation process for assisting the progress and 2105 success of both newly employed and experienced faculty. The evaluation of faculty shall be the 2106 responsibility of the Administration. Any faculty member not evaluated under the direction of their 2107 Supervising Administrator for an evaluation cycle shall be considered satisfactory. 2108 A. The purpose of faculty evaluation is to promote the highest quality student instruction and 2109 faculty job performance by assuring opportunities for evaluation, self-assessment, and 2110 encouragement of continued professional growth and development. Evaluations shall not 2111 be used as a disciplinary tool. The faculty member will be notified in advance if it is 2112 anticipated that an evaluation may lead to a disciplinary issue. 2113 B. The Administration shall not assign the evaluation of faculty members to Program Managers 2114 and/or Department Chairs who are members of the same bargaining unit. 2115 C. Tenured faculty will be evaluated at least every three (3) years. However, an evaluation may 2116 be completed more often at the request of the faculty member or following a less than 2117 satisfactory evaluation. A unit member may, prior to March 1 of an academic year, request 2118 and receive an additional evaluation. The forms and procedures followed will be those here 2119 and in the Appendices. Tenured faculty shall be evaluated according to the following three 2120 (3) year evaluation cycle:
Faculty Evaluation. The evaluation process for Intensive English faculty will follow the evaluation processes outlined below in H.9.a through H.9.