Administrative Evaluation of Faculty Sample Clauses

Administrative Evaluation of Faculty. It is understood that the primary purpose of evaluation is not to discipline, but to provide the faculty member with the advice, assessments, and opinions of his or her immediate supervisor in order to assist him or her in continuing professional development and performance improvement, although evaluations may be referenced in disciplinary matters. The parties agree that those factors bearing on the faculty member’s effective performance of his or her professional duties and responsibilities are of primary importance in the evaluation process. The term “evaluation” as used in this Article refers only to the formal evaluation of a faculty member to be conducted by his or her immediate supervisor. With the approval of the appropriate xxxx, the immediate supervisor has the authority and discretion to complete formal evaluations every third year, on a case-by-case basis, for any faculty member who has continuing contract and has achieved the rank of Professor; however, the faculty member may request that the annual evaluation be completed. For tenured or tenure-track instructional faculty members, the evaluation shall include teaching/job effectiveness which encompasses the immediate supervisor’s observations of the faculty member both in class and out of class as well as the results of appropriate items on his or her student perception surveys; professional development/scholarly activity; service to the department, College, discipline, and may include community service; other regular assigned job duties if applicable; progress toward completing the Faculty Development Plan; and an overall assessment of the faculty member’s performance. Classroom observations and student perception surveys will occur every year even if the formal annual evaluation is waived for the year. For non-tenure-track instructional faculty members, the evaluation shall include teaching/job effectiveness, which encompasses the immediate supervisor’s observations of the faculty member both in class and out of class as well as the results of appropriate items on his or her student perception surveys and an overall assessment of the faculty member’s performance. Professional development/scholarly activity; service to the department, College, discipline, and community service; other regular assigned job duties; and progress toward completing the Faculty Development Plan may be included as appropriate. Classroom observations and student perception surveys will occur every year even if the fo...