Common use of Faculty Evaluation Clause in Contracts

Faculty Evaluation. Non-tenured faculty members shall be formally evaluated at least annually by the administration. This formal evaluation will include classroom visits with post- conference as well as the requirement of the faculty member to develop a plan identifying professional development and instructional activities which will ▇▇▇▇▇▇ student learning and/or retention in subsequent years. Peer evaluation may also be utilized. Formal evaluation shall include, but not be limited to, student evaluations of faculty for all course sections taught, review of course and curriculum materials, classroom/laboratory observations and fulfillment of professional responsibilities to students and the college. Tenured faculty will have one formal evaluation every three years. The faculty member’s immediate supervisor will determine in which of the three years the formal evaluation shall occur. On formal evaluation years, tenured faculty shall be formally evaluated by the administration utilizing the same processes as outlined above for non-tenured faculty. However, student evaluations of tenured faculty shall be conducted in at least two on-campus course sections per semester during the years between formal evaluations. If so warranted as a result of unfavorable student evaluations or supervisory concerns, a tenured faculty member may be formally evaluated more frequently than normally required. During the years between formal evaluations (informal evaluation years), a developmental plan will be required. During these informal evaluation years, there will be no required classroom visitations by the immediate supervisor. On or before October 1 of the informal evaluation years, the developmental plan will be submitted by the faculty member to his/her supervisor for approval, and the faculty member will identify professional development and/or instructional activities which will ▇▇▇▇▇▇ increased student learning and/or retention during that academic year. Activities outlined within this plan and a report on the accomplishments shall be submitted by May 1 of the same academic year to the faculty member’s immediate supervisor.

Faculty Evaluation. NonSection 9.1 Intent The parties recognize the importance and value of the evaluation process for assisting the progress and success of both newly-tenured employed and experienced faculty. The evaluation of faculty shall be the responsibility of the Administration. A. 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. Evaluations shall not be used as a disciplinary tool. B. The Administration shall not assign the evaluation of faculty members shall to Program Managers and/or department chairs who are members of the same bargaining unit. C. Tenured faculty will be formally evaluated at least annually by every three years. A unit member may, prior to March 1 of an academic year, request such an evaluation and the administrationAdministration will comply. This formal evaluation The review will include classroom visits with post- conference as well as be for the requirement academic year and the forms and procedures followed will be those here and in the Appendix. Section 9.2 Faculty evaluations consist of the faculty member following: Evaluation Performance Review (to develop a plan identifying professional development and instructional activities which will be conducted by ▇▇▇▇▇▇▇ student learning and/or retention in subsequent years. Peer or associate ▇▇▇▇▇▇▇) o Pre-Evaluation Conference (optional for tenured faculty) o Formal observation o Written evaluation may also be utilized. Formal evaluation shall include, but not be limited to, student evaluations of faculty for all course sections taught, review of course to include documentation on the formal observation and curriculum materials, classroom/laboratory observations the extent to which primary and fulfillment of professional responsibilities to students are met and the college. Tenured faculty will have one formal evaluation every three years. The faculty member’s immediate supervisor will determine in which of the three years the formal evaluation shall occur. On formal evaluation yearsFaculty Development, tenured faculty shall Self-Assessment, and Goals Setting Report o Post-Evaluation Conference o Faculty response (optional) Student Opinion Surveys A. Evaluation Performance Review (to be formally evaluated conducted by the administration utilizing the same processes as outlined above for non-tenured faculty. However, student evaluations of tenured faculty shall be conducted in at least two on-campus course sections per semester during the years between formal evaluations. If so warranted as a result of unfavorable student evaluations or supervisory concerns, a tenured faculty member may be formally evaluated more frequently than normally required. During the years between formal evaluations (informal evaluation years), a developmental plan will be required. During these informal evaluation years, there will be no required classroom visitations by the immediate supervisor. On or before October 1 of the informal evaluation years, the developmental plan will be submitted by the faculty member to his/her supervisor for approval, and the faculty member will identify professional development and/or instructional activities which will ▇▇▇▇▇▇▇ increased or associate ▇▇▇▇▇▇▇): The Faculty Evaluation Process is used for evaluation of instructional faculty, librarians, and counselors. Components include a self-appraisal, observation by the supervising administrator or designee per Article 9.1,B above, setting of future goals, strengths, weaknesses, overall rating, and summary of progress toward previous goals. All evaluations of instructional faculty shall also include student learning and/or retention during that academic year. Activities outlined within this plan opinion surveys and a report on the accomplishments shall be submitted reviewed by May 1 the ▇▇▇▇▇▇▇. Faculty evaluations shall be completed once every three years. However, an evaluation of a faculty member may be completed more often at the same academic year to request of the faculty member’s immediate supervisor., or following a less-than-satisfactory evaluation. During the first year and periodically thereafter, faculty performance is reviewed by faculty supervisors following the administrative and instructional processes as enumerated on the Faculty Evaluation of Instruction Performance Review (See Appendix). The actual evaluation will consist of the following steps:

Faculty Evaluation. Non-tenured 13.1 Evaluations Evaluations of faculty members are conducted during periods of active employment according to the following processes. These processes may be altered if mutually agreed to by the Faculty Association, the College President and the Vice President Academic. Each evaluation process will involve the distribution and collection of an approved student questionnaire that is scored by an approved third party. The student questionnaire must include the standardized College questions. No student evaluation results (either student evaluation scores or copies of students’ written comments) shall be formally forwarded to the evaluatee until after the final grades for the course(s) being evaluated at least annually have been submitted to the Registrar’s office. In the event an instructor’s workload involves on-line instruction or distance learning, a method of conducting the evaluation and maintaining student confidentiality and anonymity from the instructor will be administered. The form of evaluation will ensure compliance to requirements by the administration. This formal evaluation will include classroom visits with post- conference as well as the requirement accrediting body of the program in which the student is enrolled. 13.2 Probationary Faculty Evaluations Full-time faculty are on probation for the first two (2) years of their appointment. Full-time faculty completing probationary requirements shall be evaluated twice per year in different semesters. Evaluations shall occur four (4) times over the two (2) years. The evaluation procedures are as follows: a) The ▇▇▇▇ is responsible for setting up the evaluation team for each full-time probationary faculty member to develop a plan identifying professional development and instructional activities which will in the respective division. An evaluation team shall be as follows: i. The evaluatee’s ▇▇▇▇▇▇ student learning and/or retention in subsequent years. Peer , whose responsibilities are to  coordinate the evaluation may also be utilized. Formal evaluation shall includeand provide general timelines, but not be limited to, student evaluations of faculty for all course sections taught, review of course and curriculum materials, classroom/laboratory observations and fulfillment of professional responsibilities to students and the college. Tenured faculty will have one formal evaluation every three years. The faculty member’s immediate supervisor will determine in which of the three years the formal evaluation shall occur. On formal evaluation years, tenured faculty shall be formally evaluated by the administration utilizing the same processes as outlined above for non-tenured faculty. However, student evaluations of tenured faculty shall be conducted in at least two on-campus course sections per semester during the years between formal evaluations. If so warranted as a result of unfavorable student evaluations or supervisory concerns, a tenured faculty member may be formally evaluated more frequently than normally required. During the years between formal evaluations (informal evaluation years), a developmental plan will be required. During these informal evaluation years, there will be no required classroom visitations by the immediate supervisor. On or before October 1 of the informal evaluation years, the developmental plan will be submitted by  consult with the faculty member and identify a minimum of three (3) days in advance of when the classroom observation will occur,  visit the classroom of the evaluatee to his/her supervisor for approvalobserve teaching skills, interaction with students, and presentation of subject matter,  convene the faculty member will identify professional development and/or instructional activities which will ▇▇▇▇▇▇ increased student learning and/or retention during that academic year. Activities outlined within this plan evaluation team to receive feedback for the evaluation report,  prepare the evaluation report based on observations and a feedback,  meet with the evaluatee for the purpose of discussing the evaluation report,  present the report on the accomplishments shall be submitted by May 1 of the same academic year to the faculty member’s immediate supervisorVice President Academic for review and signature, and  request, as required, additional evaluation and training activities as outlined in Article 13.5.

Faculty Evaluation. Non‌ Section 9.1 Intent‌ The parties recognize the importance and value of the evaluation process for assisting the progress and success of both newly-tenured employed and experienced faculty. The evaluation of faculty shall be the responsibility of the Administration. A. 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. Evaluations shall not be used as a disciplinary tool. B. 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. C. If an annual administrative review is not rendered on any unit member, the unit member may, prior to March 1 of each academic year, request such a review and the Administration will comply. The review will be for the academic year and the forms and procedures followed will be those here and in the Appendix. Section 9.2 Faculty evaluations consist of the following: • Evaluation Performance Review (to be conducted by administrative supervisor) o Formal observation o Pre-Evaluation Conference (optional for tenured faculty) o Written evaluation to include documentation on the formal observation and the extent to which primary and professional responsibilities are met and the Faculty Development, Self-Assessment, and Goals Setting Report o Post-Evaluation Conference o Faculty response (optional) • Student Opinion Surveys A. Evaluation Performance Review (to be conducted by the supervising administrator): The Faculty Evaluation Process is used for evaluation of instructional faculty, librarians, and counselors. Components include a self-appraisal, observation by the supervising administrator or designee per Article 9.1,B above, setting of future goals, strengths, weaknesses, overall rating, and summary of progress toward previous goals. All evaluations of instructional faculty shall also include student opinion surveys and shall be formally evaluated at least annually reviewed by the administration. This formal evaluation will include classroom visits with post- conference as well as the requirement of the faculty member to develop a plan identifying professional development and instructional activities which will Campus ▇▇▇▇▇▇ student learning and/or retention in subsequent years▇▇. Peer evaluation may also Faculty evaluations shall be utilized. Formal evaluation shall include, but not be limited to, student evaluations of faculty for all course sections taught, review of course and curriculum materials, classroom/laboratory observations and fulfillment of professional responsibilities to students and the college. Tenured faculty will have one formal evaluation completed once every three years. The faculty member’s immediate supervisor will determine in which of the three years the formal evaluation shall occur. On formal evaluation years, tenured faculty shall be formally evaluated by the administration utilizing the same processes as outlined above for non-tenured faculty. However, student evaluations an evaluation of tenured faculty shall be conducted in at least two on-campus course sections per semester during the years between formal evaluations. If so warranted as a result of unfavorable student evaluations or supervisory concerns, a tenured faculty member may be formally evaluated completed more frequently than normally requiredoften at the request of the faculty member, or following a less- than-satisfactory evaluation. During the years between formal evaluations first semester and periodically thereafter, faculty performance is reviewed by faculty supervisors following the administrative and instructional processes as enumerated on the Faculty Evaluation of Instruction Performance Review (informal See Appendix). The actual evaluation years), a developmental plan will be required. During these informal evaluation years, there will be no required classroom visitations by the immediate supervisor. On or before October 1 consist of the informal evaluation years, the developmental plan will be submitted by the faculty member to his/her supervisor for approval, and the faculty member will identify professional development and/or instructional activities which will ▇▇▇▇▇▇ increased student learning and/or retention during that academic year. Activities outlined within this plan and a report on the accomplishments shall be submitted by May 1 of the same academic year to the faculty member’s immediate supervisor.following steps:

Faculty Evaluation. NonSection 9.1 Intent The parties recognize the importance and value of the evaluation process for assisting the progress and success of both newly-tenured employed and experienced faculty. The evaluation of faculty shall be the responsibility of the Administration. A. 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. Evaluations shall not be used as a disciplinary tool. B. The Administration shall not assign the evaluation of faculty members shall to Program Managers and/or department chairs who are members of the same bargaining unit. C. Tenured faculty will be formally evaluated at least annually by every three years. A unit member may, prior to March 1 of an academic year, request such an evaluation and the administrationAdministration will comply. This formal evaluation The review will include classroom visits with post- conference as well as be for the requirement academic year and the forms and procedures followed will be those here and in the Appendix. Section 9.2 Faculty evaluations consist of the faculty member following: Evaluation Performance Review (to develop a plan identifying professional development and instructional activities which will be conducted by ▇▇▇▇▇▇▇ student learning and/or retention in subsequent years. Peer or associate ▇▇▇▇▇▇▇) Pre-Evaluation Conference (optional for tenured faculty) Formal observation Written evaluation may also be utilized. Formal evaluation shall include, but not be limited to, student evaluations of faculty for all course sections taught, review of course to include documentation on the formal observation and curriculum materials, classroom/laboratory observations the extent to which primary and fulfillment of professional responsibilities to students are met and the college. Tenured faculty will have one formal evaluation every three years. The faculty member’s immediate supervisor will determine in which of the three years the formal evaluation shall occur. On formal evaluation yearsFaculty Development, tenured faculty shall Self-Assessment, and Goals Setting Report Post-Evaluation Conference Faculty response (optional) Student Opinion Surveys A. Evaluation Performance Review (to be formally evaluated conducted by the administration utilizing the same processes as outlined above for non-tenured faculty. However, student evaluations of tenured faculty shall be conducted in at least two on-campus course sections per semester during the years between formal evaluations. If so warranted as a result of unfavorable student evaluations or supervisory concerns, a tenured faculty member may be formally evaluated more frequently than normally required. During the years between formal evaluations (informal evaluation years), a developmental plan will be required. During these informal evaluation years, there will be no required classroom visitations by the immediate supervisor. On or before October 1 of the informal evaluation years, the developmental plan will be submitted by the faculty member to his/her supervisor for approval, and the faculty member will identify professional development and/or instructional activities which will ▇▇▇▇▇▇▇ increased or associate ▇▇▇▇▇▇▇): The Faculty Evaluation Process is used for evaluation of instructional faculty, librarians, and counselors. Components include a self-appraisal, observation by the supervising administrator or designee per Article 9.1,B above, setting of future goals, strengths, weaknesses, overall rating, and summary of progress toward previous goals. All evaluations of instructional faculty shall also include student learning and/or retention during that academic year. Activities outlined within this plan opinion surveys and a report on the accomplishments shall be submitted reviewed by May 1 the ▇▇▇▇▇▇▇. Faculty evaluations shall be completed once every three years. However, an evaluation of a faculty member may be completed more often at the same academic year to request of the faculty member’s immediate supervisor., or following a less-than-satisfactory evaluation. During the first year and periodically thereafter, faculty performance is reviewed by faculty supervisors following the administrative and instructional processes as enumerated on the Faculty Evaluation of Instruction Performance Review (See Appendix). The actual evaluation will consist of the following steps:

Faculty Evaluation. Non-tenured faculty members Faculty shall be formally evaluated at least once annually by and they shall be advised of the administration. This formal academic semester during which such annual evaluation will include classroom visits with post- conference as well as be made. The purposes of evaluation are to: (1) promote the requirement highest quality instruction (teaching/learning). (2) encourage the highest quality performance by Faculty. (3) encourage professional growth and development of Faculty. (4) Review the faculty member effectiveness of instruction and service to develop a plan identifying professional development student and instructional activities which will ▇▇▇▇▇▇ student learning and/or retention in subsequent yearsto use the results to improve instruction and service to students. (5) evaluate Faculty job performance. Peer evaluation may also The Faculty Evaluation shall be utilized. Formal evaluation shall include, but not be limited tobased upon data obtained from the Faculty member's self- evaluation, student evaluations evaluations, classroom visitation which is required annually of faculty for all course sections taught, review of course and curriculum materials, classroom/laboratory observations and fulfillment of professional responsibilities to students and the college. Tenured faculty will have one formal evaluation every three years. The faculty member’s immediate supervisor will determine in which of the three years the formal evaluation shall occur. On formal evaluation years, tenured faculty shall be formally evaluated by the administration utilizing the same processes as outlined above for non-tenured faculty. HoweverFaculty, student evaluations and shall be made of tenured faculty shall Faculty once every three years by the Immediate supervisor, and general knowledge of the instructor. The procedures, forms, and timelines to be conducted used for the Faculty Evaluation are contained in at least two on-campus course sections per semester during the years between formal evaluationsBC Faculty Handbook. If so warranted as a result of unfavorable student evaluations or supervisory concerns, a tenured faculty member may be formally evaluated more frequently than normally required. During the years between formal evaluations (informal evaluation years), a developmental plan will be required. During these informal evaluation years, there will be no required classroom Classroom visitations by the immediate Immediate supervisor may be made as part of the evaluation process or may be made at other times of the academic year when determined necessary by the Immediate supervisor. On Such observation or before October 1 visitation shall occur when the Faculty member is performing regular teaching duties. The Immediate supervisor initiates the classroom observation by scheduling a mutually agreeable date and time and explaining the purpose for the visit. If such an agreement cannot be reached, the Immediate supervisor shall set the time and date of the informal evaluation yearsclassroom observation with at least one week's notice. When the visitation is requested by the Faculty member, the developmental plan will Faculty member and Immediate supervisor shall determine a mutually agreed upon date. In either case, results of the observation shall be submitted shared with the Faculty member. The evaluation shall be in writing and the Faculty member shall be provided the opportunity to discuss the evaluation with the evaluator prior to its being forwarded through administrative channels to the confidential portion of the Faculty member's personnel file. The evaluation shall be signed by the faculty member person performing the evaluation and by the person being evaluated, who may attach a concise comment to his/her supervisor for approval, and the faculty member will identify professional development and/or instructional activities which will ▇▇▇▇▇▇ increased student learning and/or retention during that academic yearevaluation. Activities outlined within this plan and a report on A copy of the accomplishments evaluation shall be submitted by May 1 of the same academic year given to the faculty Faculty member. The person responsible for supervising and evaluating a Faculty member shall assist the Faculty member in correcting any performance deficiencies reflected in the Faculty member’s immediate supervisorevaluation by prescribing a developmental plan.

Faculty Evaluation. NonSection 9.1 Intent The parties recognize the importance and value of the evaluation process for assisting the progress and success of both newly-tenured employed and experienced faculty. The evaluation of faculty shall be the responsibility of the Administration. A. 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. Evaluations shall not be used as a disciplinary tool. B. The Administration shall not assign the evaluation of faculty members shall to Program Managers and/or department chairs who are members of the same bargaining unit. C. Tenured faculty will be formally evaluated at least annually every three years. A unit member may, prior to March 1 of an academic year, request and receive an additional evaluation. For the academic year and the forms and procedures followed will be those here and in the Appendix. D. Faculty should communicate goals and assessment statements to the Supervising Administrator annually. Section 9.2 Faculty evaluations consist of the following:  Evaluation Performance Review (to be conducted by the administration. This formal evaluation will include classroom visits with post- conference as well as the requirement of the faculty member to develop a plan identifying professional development and instructional activities which will ▇▇▇▇▇▇▇ student learning and/or retention in subsequent years. Peer ) o Pre-Evaluation Conference (optional for tenured faculty) o Formal observation o Written evaluation may also be utilized. Formal evaluation shall include, but not be limited to, student evaluations of faculty for all course sections taught, review of course to include documentation on the formal observation and curriculum materials, classroom/laboratory observations the extent to which primary and fulfillment of professional responsibilities to students are met and the college. Tenured faculty will have one formal evaluation every three years. The faculty member’s immediate supervisor will determine in which of the three years the formal evaluation shall occur. On formal evaluation yearsFaculty Development, tenured faculty shall Self-Assessment, and Goals Setting Report o Post-Evaluation Conference o Faculty response (optional)  Student Opinion Surveys A. Evaluation Performance Review (to be formally evaluated conducted by the administration utilizing the same processes as outlined above for non-tenured faculty. However, student evaluations of tenured faculty shall be conducted in at least two on-campus course sections per semester during the years between formal evaluations. If so warranted as a result of unfavorable student evaluations or supervisory concerns, a tenured faculty member may be formally evaluated more frequently than normally required. During the years between formal evaluations (informal evaluation years), a developmental plan will be required. During these informal evaluation years, there will be no required classroom visitations by the immediate supervisor. On or before October 1 of the informal evaluation years, the developmental plan will be submitted by the faculty member to his/her supervisor for approval, and the faculty member will identify professional development and/or instructional activities which will ▇▇▇▇▇▇▇ increased or Vice-President): The Faculty Evaluation Process is used for evaluation of instructional faculty, librarians, and counselors. Components include a self-appraisal, observation by the supervising administrator per Article 9.1. B above, setting of future goals, strengths, weaknesses, overall rating, and summary of progress toward previous goals. All evaluations of instructional faculty shall also include student learning and/or retention during that academic year. Activities outlined within this plan opinion surveys and a report on the accomplishments shall be submitted reviewed by May 1 the Supervising administrator. Faculty evaluations shall be completed once every three years. However, an evaluation of a faculty member may be completed more often at the same academic year to request of the faculty member’s immediate supervisor., or following a less- than-satisfactory evaluation. The actual evaluation will consist of the following steps:

Faculty Evaluation. NonSection 9.1 Intent The parties recognize the importance and value of the evaluation process for assisting the progress and success of both newly-tenured employed and experienced faculty. The evaluation of faculty shall be the responsibility of the Administration. A. 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. Evaluations shall not be used as a disciplinary tool. B. The Administration shall not assign the evaluation of faculty members shall to Program Managers and/or department chairs who are members of the same bargaining unit. C. Tenured faculty will be formally evaluated at least annually every three years. A unit member may, prior to March 1 of an academic year, request and receive an additional evaluation. For the academic year and the forms and procedures followed will be those here and in the Appendix. D. Faculty should communicate goals and assessment statements to the Supervising Administrator annually. Section 9.2 Faculty evaluations consist of the following: • Evaluation Performance Review (to be conducted by the administration. This formal evaluation will include classroom visits with post- conference as well as the requirement of the faculty member to develop a plan identifying professional development and instructional activities which will ▇▇▇▇▇▇▇ student learning and/or retention in subsequent years. Peer ) o Pre-Evaluation Conference (optional for tenured faculty) o Formal observation o Written evaluation may also be utilized. Formal evaluation shall include, but not be limited to, student evaluations of faculty for all course sections taught, review of course to include documentation on the formal observation and curriculum materials, classroom/laboratory observations the extent to which primary and fulfillment of professional responsibilities to students are met and the college. Tenured faculty will have one formal evaluation every three years. The faculty member’s immediate supervisor will determine in which of the three years the formal evaluation shall occur. On formal evaluation yearsFaculty Development, tenured faculty shall Self-Assessment, and Goals Setting Report o Post-Evaluation Conference o Faculty response (optional) • Student Opinion Surveys A. Evaluation Performance Review (to be formally evaluated conducted by the administration utilizing the same processes as outlined above for non-tenured faculty. However, student evaluations of tenured faculty shall be conducted in at least two on-campus course sections per semester during the years between formal evaluations. If so warranted as a result of unfavorable student evaluations or supervisory concerns, a tenured faculty member may be formally evaluated more frequently than normally required. During the years between formal evaluations (informal evaluation years), a developmental plan will be required. During these informal evaluation years, there will be no required classroom visitations by the immediate supervisor. On or before October 1 of the informal evaluation years, the developmental plan will be submitted by the faculty member to his/her supervisor for approval, and the faculty member will identify professional development and/or instructional activities which will ▇▇▇▇▇▇▇ increased or Vice-President): The Faculty Evaluation Process is used for evaluation of instructional faculty, librarians, and 1. B above, setting of future goals, strengths, weaknesses, overall rating, and summary of progress toward previous goals. All evaluations of instructional faculty shall also include student learning and/or retention during that academic year. Activities outlined within this plan opinion surveys and a report on the accomplishments shall be submitted reviewed by May 1 the Supervising administrator. Faculty evaluations shall be completed once every three years. However, an evaluation of a faculty member may be completed more often at the same academic year to request of the faculty member’s immediate supervisor., or following a less- than-satisfactory evaluation. The actual evaluation will consist of the following steps: