Faculty Evaluation. Section 9.1 – Intent The parties recognize the importance and value of the evaluation process for assisting the progress and success of both newly-employed and experienced faculty. The evaluation of faculty shall be the responsibility of the Administration.
Faculty Evaluation. (a) All Full-Time Members shall participate in a faculty evaluation process as outlined in 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. 1726 9.1—Intent 1727 The parties recognize the importance and value of the evaluation process for assisting the progress and 1728 success of both newly-employed and experienced faculty. The evaluation of faculty shall be the 1729 responsibility of the Administration.
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. Performance Criteria: Essential Specific Responsibilities 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.
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. 2103 9.1—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. A. The performance appraisal period shall coincide with the contract year.
Faculty Evaluation. 14.1: Purpose: The purpose of the evaluation procedure described herein is twofold: The primary pur- pose 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.
