EVALUATION OF TENURED FACULTY a. Tenured faculty members shall be evaluated every three academic years unless a special evaluation is appropriate.
EVALUATION OF TENURED FACULTY. The purpose of faculty evaluation is to improve the performance of each faculty member. The faculty evaluation process is designed to transcend legal compliance and to xxxxxx meaningful professional growth. Since every professional educator has certain areas in which the improvement of performance is possible, the faculty evaluation process is structured to help each faculty member identify relevant areas for performance improvement and develop an appropriate plan to accomplish professional growth.
EVALUATION OF TENURED FACULTY. Faculty who have tenure shall be evaluated once every three (3) years for the purpose of improving instruction with respect to the criteria set forth in sections 5.2 and 7.2. Faculty scheduled for such review shall initiate the peer review procedure included in Section 7.4; and 2) prepare documentation based on criteria in Section 7.2 that describes their professional career growth at MSU – Northern since their last evaluation. The documentation described in part 2) above should describe and highlight teaching competence, service and scholarly activity that has occurred since the last evaluation, but does not need to be as extensive as the portfolios submitted for promotion or tenure. Upon completion of the peer review, but no later than November 15, the faculty member scheduled for review shall meet with the college chair to discuss his/her achievements since the last evaluation and establish objectives to be accomplished prior to the next evaluation. The college chair shall forward to the Xxxxxxx and to the faculty member a written evaluation based upon this meeting no later than February 1. Based on these evaluations, the Xxxxxxx will submit a written evaluation with recommendations for improvement should they be deemed necessary to the Chancellor and a copy to the faculty member by March 1.
EVALUATION OF TENURED FACULTY. 5.5.1. Tenured faculty shall be evaluated at least once (1) every three (3) academic years prior to the end of the Spring semester of the third (3) year following the last evaluation. The appropriate administrator, after discussion with the unit member and Department Chair/Coordinator, may initiate additional evaluations.
EVALUATION OF TENURED FACULTY. Faculty will be evaluated annually. The purpose of the Faculty Evaluation process is to promote the qualities of good faculty as they align with the goals of the college. The criteria, as stated in section 10.1.A, are meant to define a career as a faculty member. The evaluation process seeks to identify patterns of behavior and the development of mutually agreed upon priorities based on faculty skill-set and College need. The immediate supervisor will meet with the faculty member to develop/update an action plan to span between one (1) and three (3) years. The action plan will be mutually agreed upon by the immediate supervisor and the faculty member and align with the criteria listed in section
EVALUATION OF TENURED FACULTY. Tenured faculty members will be evaluated by a committee of their peers in the department, excluding the Department Chairperson, during each Spring semester. The size and composition of the peer evaluation committee will be determined by each department consistent with the number of faculty members in a department. The peer evaluation committee will select a chairperson who will prepare a summary of the evaluation and provide the faculty member with a copy. The evaluation and summary will assess the faculty member’s performance during the current academic year, including efforts to fulfill goals and plans established at the previous evaluation, and will discuss goals and plans for the next year. In departments where the Department Chairperson is tenured, the Department Chairperson will prepare a written statement indicating whether he or she agrees or disagrees with the evaluation. In departments where the Department Chairperson is untenured, the Xxxx will prepare a written statement indicating whether he or she agrees or disagrees with the evaluation. The faculty member may indicate, in writing, any differing opinion about the content of the peer review committee’s summary and/or the statement of the Department Chairperson or Xxxx. Such written opinion will become part of the summary statement. The Department and faculty member will each retain a copy of the summary statement. By April 15 of each year, the Department Chairperson will forward all evaluations to the Xxxx, and certify that they have been completed, or explain the reason(s) for any missing evaluations. By May 15 of each year, the Xxxx will forward all evaluations to the Xxxxxxx and Vice President for Academic Affairs for inclusion in the faculty members’ official personnel files.
EVALUATION OF TENURED FACULTY. Tenured faculty shall be evaluated on a regular basis. A joint Faculty Association/College committee, consisting of an equal number of representatives appointed by the President of the Association and the President of the College has established guidelines for the methodology to be utilized in this evaluation procedure. (See Appendix K.) The joint committee will publish and distribute the guidelines for this evaluation procedure to all full-time faculty members. The evaluation procedures shall incorporate the following features:
EVALUATION OF TENURED FACULTY. A. Faculty, in their tenure review year, will not be required to prepare a self-evaluation. Following the award of tenure (January), faculty will prepare a “Statement of Goals and Objectives” for the next academic year, submitting same to the Division Xxxx or his/her designee by September 15.
EVALUATION OF TENURED FACULTY. Each tenured faculty member (TFM) shall be notified that they are scheduled to be evaluated by the end of week two of the semester preceding the evaluation by Human Resources. Human Resources shall also send a reminder to the TFM by the end of the first week in the academic semester of the evaluation. The evaluation shall be based primarily on activities and observations since the last evaluation period. The TFM shall be evaluated in the performance of the duties as part of their regular job responsibilities. In the event that a TFM is reassigned for fifty percent or more of a contractual load, or on special assignment, the PRC may request to observe or survey overload assignments to satisfy the standards of evaluation under this Article.
EVALUATION OF TENURED FACULTY. A. Purpose: The purpose of the evaluation procedure of tenured faculty is to enhance the quality of education, to recognize outstanding performance, to enhance performance and to further the growth and development of faculty members, to identify areas of performance needing improvement and to assist faculty members in achieving improvement, and to maintain the educational quality and standards of the College District.
