Common use of FACULTY EVALUATIONS Clause in Contracts

FACULTY EVALUATIONS. Section A. Each faculty member will be evaluated by the appropriate supervisor annually for the first five years of that faculty member’s employment including a teaching portfolio with classroom assessment and continuous improvement processes. Thereafter, each faculty member will be evaluated every three years unless the supervisor feels that a special evaluation is warranted due to problems or concerns regarding the faculty member’s performance. Should the necessity arise for such a special evaluation, it will deal only with the problems noted by the supervisor. Section B. Faculty evaluations will be in writing in a form and format prescribed by the administration. The evaluation procedure delineated in this Article will be completed no later than April 1 of each year. Section C. Teaching faculty will be evaluated by the appropriate Campus President or District ▇▇▇▇ of Instruction or designated supervisor. Learning Resources Faculty members and Counselors will be evaluated by the designated supervisor. Section D. Each teaching faculty member will be evaluated annually by his/her students in the form, format, and procedure prescribed by the administration. The results of this student evaluation will be discussed between the faculty member and his/her supervisor. Section E. The administrator performing the evaluation will hold an evaluation conference with the faculty member for the purpose of discussing the complete evaluation including identification of deficiencies and suggestions for improvement. The faculty member shall have a maximum of five (5) working days to review the written evaluation and to respond to any portion or portions of the document. The faculty member shall sign the evaluation acknowledging that he/she has had the opportunity to discuss the evaluation with the evaluator and to respond to the materials presented. Section F. Once the faculty member has signed the evaluation and appended any comments, it will be processed to the appropriate District Deans of Instruction (▇▇▇ campus) or Campus ▇▇▇▇ (Charlotte or ▇▇▇▇▇▇▇ campuses) for review, comments and signature. The evaluations will then be submitted to the respective Campus President (Charlotte and ▇▇▇▇▇▇▇ campuses only) for review, comments and signature. Section G. Any alleged false or alleged misleading information in the evaluation will be reviewed by the College upon written request, and removed if determined false or misleading by the College. However, no dispute over an interpretation of “false” or “misleading” will be subject to the Grievance Procedure, Article 8. The professional judgment of the evaluator is not subject to the Grievance Procedure, Article 8.

FACULTY EVALUATIONS. Section A. Each 1. All bargaining unit faculty member will members shall be evaluated by reviewed on an annual basis, or on an interval appropriate to their appointment, in accordance with the appropriate supervisor annually April 29, 2021 memorandum titled Revised Guidelines for the first five years Annual Review of that faculty member’s employment including a teaching portfolio with classroom assessment and continuous improvement processes. Thereafter, each faculty member will be evaluated every three years unless the supervisor feels that a special evaluation is warranted due to problems or concerns regarding the faculty member’s performance. Should the necessity arise for such a special evaluation, it will deal only with the problems noted by the supervisor. Section B. Faculty evaluations will be in writing in a form and format prescribed by the administration. The evaluation procedure delineated in this Article will be completed no later than April 1 of each year. Section C. Teaching faculty will be evaluated by the appropriate Campus President or District ▇▇▇▇ of Instruction or designated supervisor. Learning Resources Faculty members and Counselors will be evaluated by the designated supervisor. Section D. Each teaching faculty member will be evaluated annually by his/her students in the form, format, and procedure prescribed by the administration. The results of this student evaluation will be discussed between the faculty member and his/her supervisor. Section E. The administrator performing the evaluation will hold an evaluation conference with the faculty member for the purpose of discussing the complete evaluation including identification of deficiencies and suggestions for improvement. The faculty member shall have a maximum of five Faculty-Updated (5) working days to review the written evaluation and to respond to any portion or portions of the document. The faculty member shall sign the evaluation acknowledging that he/she has had the opportunity to discuss the evaluation with the evaluator and to respond to the materials presented. Section F. Once the faculty member has signed the evaluation and appended any comments, it will be processed to the appropriate District Deans of Instruction (▇▇▇ campus) or Campus ▇▇▇▇ (Charlotte or "▇▇▇▇▇▇▇ campuses) for reviewGuidelines"), comments and signature. The evaluations will then be submitted including but not limited to the respective Campus President following: a) Each school, regional campus, department, or library (Charlotte ULS, BLL and HSLS), as applicable, will develop criteria and guidelines for evaluation, including a teaching assessment plan, through the process described in the bylaws of each school, regional campus, department, or library and said criteria and guidelines shall be approved by the ▇▇▇▇▇▇▇ campuses only) and, as applicable, the Senior Vice Chancellor for review, comments and signaturethe Health Sciences. Section G. Any alleged false b) All bargaining unit faculty shall be notified annually about the annual review process, including timing, procedures, and information they should expect to provide and receive in their formal annual evaluation. c) Evaluations must include an overall assessment of performance, including whether or alleged misleading information not a bargaining unit faculty member's performance was satisfactory, as well as more detailed assessment of specific performance areas. (i) For tenure-stream and tenured bargaining unit faculty, performance in teaching, research, scholarship, and service, including clinical work as such work relates to teaching, research, scholarship, and service, should be addressed. (ii) For appointment-stream bargaining unit faculty, performance in specific relevant areas should be addressed. These areas may include teaching, research, scholarship, clinical work, librarianship, and service, as well as other job functions as outlined in the bargaining unit faculty member's Notice of Appointment. d) Evaluations shall summarize achievements and accomplishments of the bargaining unit faculty member. e) Where appropriate for the position, Teaching Assessments shall be conducted for bargaining unit faculty members pursuant to each School or Regional Campus' teaching assessment plan. Teaching Assessments may include peer evaluation of teaching, in accordance with procedures developed by each school, regional campus, and/or department, as applicable, and approved by the ▇▇▇▇▇▇▇ and, as applicable, the Senior Vice Chancellor for the Health Sciences. f) Student surveys may be considered in evaluating a bargaining unit faculty member's performance, but will not be a sole or primary factor in determining that a bargaining unit faculty member's teaching performance was unsatisfactory. g) Any areas of performance that are judged to be deficient or in need of improvement should be explicitly identified, and specific guidance should be provided about how these performance issues can be remedied. Guidance may include school, regional campus, departmental, library, University, and external resources, along with a recommended timeline for demonstrable improvement. h) Bargaining unit faculty members are required to complete a self-evaluation, the form of which will be provided by the Employer. Any bargaining unit faculty member who fails to complete a self-evaluation will receive an unsatisfactory performance evaluation. i) Annual evaluations shall be reviewed considered in determining whether to award promotions and/or tenure to eligible bargaining unit faculty members, and are conducted in addition to any applicable promotion and/or tenure review processes. Where relevant, progress toward promotion and/or tenure should be noted in annual evaluations. Recommendations regarding accomplishments, inadequacies, and areas for improvement that may affect promotion/tenure shall be clearly communicated. Resources to assist bargaining unit faculty members toward promotion/tenure shall also be provided as needed. Evaluations should include any changes in job duties or expectations for the coming year. j) The bargaining unit faculty member will be entitled to respond in writing to their annual evaluation. 2. To the extent that the ▇▇▇▇▇▇▇ Guidelines conflict with any provision of this Article 23, the provisions of this Article shall control. 3. Should the Employer determine, based on the evaluation of any bargaining unit faculty member, that their performance is unsatisfactory in any area, the evaluator and the bargaining unit faculty member will meet to formulate a performance improvement plan (PIP) to remedy the unsatisfactory performance. a) The PIP shall include concrete steps to be taken by the College upon written requestbargaining unit faculty member to remedy their performance, how those steps will be measured, and removed if determined false or misleading by a timeline for the Collegerequired improvement. b) The PIP will be issued to the bargaining unit faculty member. 4. However, no dispute over an interpretation Bargaining unit faculty members who fail to satisfy the requirements of “false” or “misleading” will a PIP may be subject to the Grievance Procedurediscipline up to and including termination, pursuant to Article 8. The professional judgment of the evaluator is not subject to the Grievance Procedure, Article 89.