Post Tenure Review Process. The post-tenure review process is faculty-driven, wholly formative, and in no way summative. It provides faculty members an opportunity to reflect on their work, and to closely examine some aspect of their work at the college. These post-tenure reviews can take a variety of shapes and forms depending on the faculty member’s program or department, as well as their teaching strengths. Faculty members may present their work to the Board of Trustees and the campus community at large. 1. The first post-tenure review will take place in the third year after the granting of tenure, and every fifth year after the first post-tenure review. Adjustments to this schedule may be arranged by mutual agreement between the faculty member and the appropriate ▇▇▇▇/director. Example timeline: tenured status starts in the fall of the 2023/2024 academic year; the first post tenure review starts in the fall of the 2026/2027 academic year; five-year review begins in the fall of the 2031/2032 academic year. 2. The faculty member will form a committee during the first 30 days of the review year. This committee will consist of at least three members, including the appropriate ▇▇▇▇ or designee and at least one tenured faculty member within the division. The third member can be an additional faculty member, a staff member who works closely with the faculty member, a tenured faculty member outside the district with a similar disciplinary focus or a professional working in a related field. The committee will convene for at least one quarter of the review year. 3. The faculty member will develop a post-tenure review plan for the proposed review within 30 days of the start of the review year and share the plan with the committee. This plan will include a variety of means of assessment including a concise narrative on the following: a. The faculty member’s impact on student learning and success. b. The faculty member’s contribution to their discipline. c. The District’s mission, goals and strategic plans. d. The faculty member will also solicit input from students. The nature of this input shall be determined by the faculty member. 4. The committee will review the plan to ensure that it complies with the above parameters. The committee will make recommendations for improvement to the faculty member if necessary. 5. The faculty member will complete their plan for post-tenure review and submit their results or findings to their committee. 6. The committee will review the results and will make suggestions and offer feedback to the faculty member to ensure that the review has met the above parameters. The faculty member may make additional changes subject to committee approval. The committee will sign a cover sheet indicating that they have reviewed the faculty member’s post-tenure review. 7. The faculty member will submit the review results along with the committee’s signed cover sheet to the Vice President of Instruction no later than one year from the start of the review process. To be guaranteed the promotional salary step is reflected in the faculty member’s upcoming annual contract, the due date for review results is April 15th of the review year (academic year). The faculty member will be given a written or emailed confirmation upon receipt of this document. 8. The District President will notify the Board of Trustees of the completion of the review at a regularly scheduled Board meeting not more than two months after the review has been completed. 9. The District President will notify the faculty member in writing at the completion of the post- tenure process.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Post Tenure Review Process. The post-tenure review process is faculty-driven, wholly formative, and in no way summative. It provides faculty members an opportunity to reflect on their work, and to closely examine some aspect of their work at the college. These post-tenure reviews can take At least every three years a variety of shapes and forms depending on the faculty tenured unit member’s program or department, as well as their teaching strengths. Faculty members may present their work to the Board of Trustees and the campus community at large.
1. The first post-tenure review will take place in the third year after the granting of tenure, and every fifth year after the first post-tenure review. Adjustments to this schedule may be arranged by mutual agreement between the faculty member and the appropriate ▇▇▇▇/director, director or designee shall provide written evaluations to tenured unit members. Example timelineThe unit member will submit a self-evaluation covering the period of review (recommended length: 3 pages). A tenured status starts in unit member’s tenured department head/chair shall also provide an evaluation at the fall request of the 2023/2024 academic year; ▇▇▇▇, director or designee. Tenured unit members shall be evaluated comprehensively every six years by peer unit members and administrators. These evaluations shall be conducted in accordance with the first procedures set forth in Article 9.2.5, except that unit members will submit a file consisting of only a complete CV, a self-evaluation covering the period of review (recommended length: 6 pages), and cumulative Annual Activity Reports for the period under review. The review will consider the CV, the self-evaluation, Annual Activity Reports, interim evaluations and other appropriate information, and will proceed to the ▇▇▇▇▇▇▇. The review may proceed to the chancellor only at the request of the unit member. A comprehensive post tenure review starts in the fall of the 2026/2027 academic year; five-year review begins in the fall of the 2031/2032 academic year.
2. The faculty member will form a committee be considered satisfactory if it concludes that during the first 30 days of period under review the unit member’s performance has met expectations appropriate to his or her current rank as defined by the evaluation criteria in place for the unit member’s MAU, college and discipline. Unit members who receive an unsatisfactory comprehensive post tenure review yearshall be ineligible for market and merit salary adjustments until they receive a satisfactory outcome in a subsequent post tenure review. This committee will consist of at least three membersAt any time prior to a scheduled evaluation, including the appropriate unit member's ▇▇▇▇ or designee and at least one tenured faculty member within director may, as a result of other evaluations, initiate the division. The third member can be an additional faculty member, a staff member who works closely with the faculty member, a tenured faculty member outside the district with a similar disciplinary focus or a professional working in a related field. The committee will convene for at least one quarter of the review year.
3. The faculty member will develop a post-tenure review plan for process. In addition, a post tenure review shall be conducted upon the proposed request of a unit member. For purposes of transition, the initial comprehensive review within 30 days during the term of this Agreement shall be as currently scheduled unless that would result in a lapse of more than three years between reviews. In that case the unit member will be evaluated through the process set out in paragraph 1 of this section. A scheduled review will in any event occur at least three years from the date of the start of the review year and share the plan with the committee. This plan will include a variety of means of assessment including a concise narrative on the following:
a. The faculty unit member’s impact on student learning and success.
b. The faculty member’s contribution to their discipline.
c. The District’s missionmost recent promotion, goals and strategic plans.
d. The faculty tenure or scheduled comprehensive post tenure review. Where a ▇▇▇▇ or director initiates an early comprehensive review, a unit member will also solicit input from students. The nature of this input shall be determined by the faculty member.
4. The committee will review the plan to ensure that it complies with the above parameters. The committee will make recommendations for improvement to the faculty member if necessary.
5. The faculty member will complete their plan for post-tenure review and submit their results or findings to their committee.
6. The committee will review the results and will make suggestions and offer feedback to the faculty member to ensure that the review has met the above parameters. The faculty member may make additional changes subject to committee approval. The committee will sign a cover sheet indicating that they have reviewed the faculty member’s post-tenure review.
7. The faculty member will submit the review results along with the committee’s signed cover sheet to the Vice President of Instruction notified no later than one year from the start end of the review process. To be guaranteed the promotional salary step is reflected in the faculty member’s upcoming annual contract, the due date for review results is April 15th of the review year (academic year). The faculty member will be given a written or emailed confirmation upon receipt of this documentappointment period.
8. The District President will notify the Board of Trustees of the completion of the review at a regularly scheduled Board meeting not more than two months after the review has been completed.
9. The District President will notify the faculty member in writing at the completion of the post- tenure process.
Appears in 1 contract
Sources: Collective Bargaining Agreement