Unsatisfactory Teaching Performance Clause Samples

Unsatisfactory Teaching Performance. 8.06.1 Where a review conducted under Articles 8.04 (Schedule of Reviews) and 8.05 (Procedures for Reviews) results in a determination that an Employee’s teaching performance is unsatisfactory, then the appropriate ▇▇▇▇ shall write a report with reasons stating her or his agreement or disagreement with the Department Chair’s review. The ▇▇▇▇’▇ report shall be copied to the Employee and included in the Employee’s Academic File (Article 7.02). 8.06.2 If the ▇▇▇▇ agrees that the Employee’s teaching performance is unsatisfactory, the ▇▇▇▇, in consultation with the Employee and the Employee’s Department Chair, shall develop a teaching performance plan that specifies reasonable goals and strategies to achieve improvement in the Employee’s teaching performance. The plan shall specify the course(s) for which the plan is developed. The ▇▇▇▇ shall provide the Employee with a copy of the plan. 8.06.3 The ▇▇▇▇ and Department Chair shall meet with the Employee at least once per semester to discuss progress toward satisfying the teaching performance plan. The ▇▇▇▇ shall keep written minutes of the meetings and provide a copy of the minutes to the Employee. 8.06.4 Following completion of the teaching performance plan, the ▇▇▇▇ shall issue a written report stating with reasons whether the Employee has achieved the goals of the plan for the course(s) specified under Article 8.06.2. 8.06.4.1 If the ▇▇▇▇ determines that the Employee has met the objectives of the plan for the course(s) specified in Article 8.06.2, the Employee’s teaching performance shall be deemed satisfactory for the course(s). A copy of the ▇▇▇▇’▇ report shall be copied to the Employee and included in the Employee’s Academic File (Article 7.02). 8.06.4.2 If the ▇▇▇▇ determines that the Employee has not achieved the objectives of the plan for a course(s), the ▇▇▇▇ may, in consultation with the Employee and Department Chair, develop a subsequent teaching performance plan, subject to the procedures in Articles 8.06.2 and 8.06.3. 8.06.4.3 If the ▇▇▇▇ decides not to develop a subsequent teaching performance plan for a course(s), (i) she or he shall issue a written report with reasons for the decision and provide a copy to the Employee and the Union. A copy of the report shall be included in the Employee’s Academic File (Article 7.

Unsatisfactory Teaching Performance. If the teaching performance of an adjunct entitled to a good faith offer is deemed unsatisfactory or inadequate by the appropriate ▇▇▇▇, that ▇▇▇▇ will meet with the adjunct to discuss his or her teaching performance. The Union shall be notified of such meetings in a timely manner. If an administrator or designee other than a ▇▇▇▇ or Associate ▇▇▇▇ believes that the adjunct’s performance is unsatisfactory based on a classroom observation, the ▇▇▇▇ or Associate ▇▇▇▇ must observe the adjunct prior to delivering the unsatisfactory evaluation. The parties acknowledge, however, that the College may use information other than classroom observations by a ▇▇▇▇ or Associate ▇▇▇▇ for determining an adjunct’s performance has been unsatisfactory and for placing the adjunct on remediation. Observations, assessments or any other evaluative materials conducted or produced by mentors shall not be used in the formal evaluation or remediation process and shall not be placed in the personnel file. Mentors shall not be part of the formal evaluation or remediation process. If during the next semester the adjunct teaches following such notification, in the sole opinion of the ▇▇▇▇, the adjunct’s teaching performance has not improved sufficiently the adjunct thereafter shall not be assigned any courses at the College. If, in the sole opinion of the ▇▇▇▇, the adjunct’s teaching performance has improved sufficiently, then the adjunct will be assigned courses in the usual and customary manner and the adjunct’s Good Faith Status will remain unaffected. For reasons deemed irremediable including, but not limited to, failure to follow College of Lake County policies or procedures, failure to appear for a teaching assignment, inappropriate comments or behavior towards students or staff, insubordination, abusive conduct, sexual harassment or conduct which may result in injury to students, staff or any other person, the ▇▇▇▇ may at his or her discretion refrain from assigning an adjunct teaching sections. The Board shall provide timely notification of such determinations to the Union. The Union may grieve a failure to follow the procedures set forth in Section 4.B.5 but may not grieve the decision not to reemploy or the determination by a ▇▇▇▇ or the Board that the performance or conduct of the adjunct warrants being placed on this remediation process or terminated or not reemployed.