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. 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. 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.
Faculty Evaluation. An instructor's performance shall be evaluated by PACCD using the PACCD’s evaluation process and standards for part-time and/or full-time faculty evaluation listed in the applicable agreement between PACCD and the bargaining unit.
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. The evaluation process for Intensive English faculty will follow the evaluation processes outlined below in H.9.a through H.9.d. For these provisions, the guidelines for Observation, Evaluation, and Student Evaluations described in Article 6.10 will apply. All IEL faculty will conduct quarterly student evaluations for all classes.
