Unsatisfactory. Documents submitted by the instructor reveal little or no quality information and evaluations of performance demonstrate additional regular, close supervision and evaluation of performance necessary. Attachment B REQUIRED COMPONENTS OF PORTFOLIO 3- Exemplary 2- Proficient 1-Basic 0-Unsatisfactory COMMENTS Vision Statement of the unique role of a full-time faculty member employed by SJR State. Length to be equivalent to two-pages, double-spaced. Is the faculty member’s vision congruent with the college’s mission and goals? Does the faculty’s vision statement clearly articulate and reflect the roles and responsibilities of their position in the Adult Education department? Evidence of continued professional development. Does professional development activity reflect the needs of the department? Do the professional development activities reflect areas addressed in evaluations? Do the professional development activities reflect new contributions to the Adult Education department? Evidence of institutional involvement in terms of service on departmental/institutional committees.What departmental/institutional committees did the faculty participate in? Did faculty member make a meaningful contribution when serving on the committees? Evidence of institutional involvement in terms of service on departmental/institutional committees.What departmental/institutional committees did the faculty participate in? Did faculty member make a meaningful contribution when serving on the committees? REQUIRED COMPONENTS OF PORTFOLIO 3- Exemplary 2- Proficient 1-Basic 0-Unsatisfactory COMMENTS Evidence of the promotion of academic mindset in the Adult Education program. How has the faculty member promoted growth mindset with students? How has the faculty member encouraged a student’s sense of self-efficacy? How has the faculty member assisted students in understanding the relevance of academic experience? How has the faculty member xxxxxx students’ sense of belonging? Changes that the applicant has made in the classroom or other areas in response to the Strategic Plan for the Adult Education. How has the faculty member embedded growth mindset in classroom instruction? How has the faculty member incorporated employability skills in classroom instruction? How has the faculty member emphasized career planning in classroom instruction? How has the faculty member contextualized instruction to the meet the student’s learning style? Has faculty member demonstrated collaboration with peer...
Unsatisfactory. In the case of an evaluation report of “unsatisfactory,” the Mode A employee in years one (1), two (2), or four (4) is terminated. In the event of an unsatisfactory evaluation during Mode A, year 3, a remediation plan shall be given with specific recommendations for remediation of any deficiencies. The plan shall include a timeline for remediation, observation, and re-evaluation. The District shall provide assistance to remediate any deficiencies enumerated by the evaluation team. In the event of an unsatisfactory evaluation during the Mode B process, the College president may implement a Mode C evaluation.
Unsatisfactory. This rating indicates that the performance of the evaluatee is below minimum standards or has failed to show sufficiently improved performance from a Needs Improvement rating. In accordance with the provisions of the California Education Code, an “Unsatisfactory” rating may result in appropriate administrative action including non- retention. For full-time faculty, poor performance in the categories of Section 18.2.3 may lead to an overall unsatisfactory rating.
Unsatisfactory. In the case of an evaluation report of “unsatisfactory,” the adjunct faculty member will not be eligible for rehire.
Unsatisfactory. The teacher performing at the Unsatisfactory level does not yet appear to understand the concepts underlying the component (s). Working on the fundamental practices associated with the elements will enable the teacher to grow and develop in this area. In some areas of practice, performance at the Unsatisfactory level represents teaching that is below the licensing standard of “do no harm” which requires direct intervention by an administrator.