Faculty Evaluation and Development. 9.1 - Performance Evaluation of Faculty 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. The purpose of faculty evaluation is to promote the highest quality student instruction and faculty job performance by assuring opportunities for evaluation, self-assessment, and encouragement of continued professional growth and development. The Administration shall not assign the evaluation of faculty members to Program Managers and/or department chairs who are members of the same bargaining unit.
Faculty Evaluation and Development. The purpose of faculty evaluation and development is to establish a continuous improvement process focused on improving instruction, student learning and student support, and promoting professional growth through a meaningful faculty development program. When performance is significantly weak or unsatisfactory, the content of performance evaluation will be linked to the progressive discipline process. Plans will include the following:
Faculty Evaluation and Development. Student Evaluations At or near the completion of each course taught by a faculty member, each student shall have the opportunity to participate in an evaluation of the course and the faculty member’s delivery of the course using an online evaluation, currently called “Class Climate”. The online evaluation, currently called “Class Climate” will be made available to students electronically under the direction of Institutional Research in a manner designed to insure the confidentiality of the students’ responses. Copies of the aggregate results will be distributed to the faculty member and the Department Chair. The aggregate results will be used: to assist faculty members in evaluating and improving instructional methods; to assist the Chairperson in evaluating the course and the faculty member’s teaching and to identify areas for faculty development; and in the assessment of student perception for institutional improvement. The Administration will not use or consider the aggregate results in the Faculty Recognition Program.4 In addition, the Administration will not use the aggregate results in the process of reappointment, promotion or tenure. Instead, for those, the Chair will summarize the content of the aggregate results (without specific numeric reference) and provide the summary for use by the committees responsible for considering such personnel actions. The aggregate results of the online evaluations of each course will be available to the Chairperson, the Xxxx and the Xxxxxxx. There is no restriction imposed by this Agreement on access to information that is aggregated at a department level. Teaching Portfolio All full-time faculty hired after the 2007-08 academic year must maintain a current teaching portfolio that is updated annually. The teaching portfolio will include the following items: A brief narrative statement by the faculty member with appendices that provide support for claims in the narrative. The teaching narrative should be used to address teaching philosophy, and a description of the evolution of the faculty member’s teaching. A dossier of materials, such as course outlines, syllabus, reading lists and sample corrected work. A description of teaching improvement activities. Student evaluations:
Faculty Evaluation and Development. There shall be periodic evaluation as provided by the employer, which may include student evaluation, of all members of the unit. The criterion for the evaluation shall be the quality of performance of professional responsibilities as provided in a mutually agreed upon format between the union and college.
Faculty Evaluation and Development
