FULL-TIME FACULTY EVALUATION

443.9.1  Purpose

The primary reason for the evaluation of full-time faculty is to appraise and improve quality of performance and determine employment status. This system will encourage instructional excellence through increased communication among students, faculty, and administrators. The faculty evaluation procedures will:

1. identify the strengths of the faculty member,
2. allow for recognition of individual differences with regard to accomplishments and performance,
3. accommodate differences in programs and disciplines,
4. address the following role expectations of the faculty member: teaching, professional/personal development, and service to the college/community,
5. assist the faculty member in: identifying behaviors needed to perform effectively, being aware of standards of performance, appraising current level of performance, receiving feedback, and reinforcing professional growth,
6. encourage faculty contributions to the college, to the profession, and to personal as well as professional goals,
7. be based upon information gathered systematically from students, faculty, administrators, and other sources as specified by the faculty member and the review panel,
8. be formative and summative in nature, addressing issues dealing with, and procedures relating to, quality of performance and employment status.

Classroom observations and other visits can and may be performed by the Division Chair, the Vice President for Educational Services and/or review panel members at any time during employment, with or without notice to the faculty member.

443.9.2  Eligibility

Employees eligible to achieve continuing status are faculty who occupy a budgeted position (excluding grant funded positions) for thirty (30) load hours, including release time, in an academic year. Associate Faculty (part-time) or temporary faculty are not covered by this procedure.

443.9.3  Probationary Period

Each new full-time faculty member will serve a probationary period of no less than two consecutive, regular and complete academic years excluding summer or other special "sessions." See Policy 410 for further information on Leave of Absence/Breaks in Employment.

443.9.4  Evaluation Process

If the review process is not completed within the required time frame, employment for an additional year will automatically occur.

443.9.4.1 Probationary Period

By no later than January 30 of each year, the Panel will meet with the Vice President for Educational Services to discuss the impending recommendation due on or before February 28.

By no later than February 28 of the first full academic year of eligible employment, the review panel will make a recommendation for renewal or non-renewal to the Vice President for Educational Services. If the Vice President chooses not to accept the recommendation of the panel, he/she must notify the panel in writing as to his/her reasons. At this time, both the recommendation of the panel and the recommendation of the Vice President will be forwarded to the President, with copies to the faculty member being reviewed for renewal or non-renewal

By no later than February 28 of the second full academic year of eligible employment, the review panel will make a recommendation for renewal or non-renewal to the Vice President for Educational Services. If the Vice President chooses not to accept the recommendation of the panel, he/she must notify the panel in writing as to his/her reasons. At this time, both the recommendation of the panel and the recommendation of the Vice President will be forwarded to the President with copies to the faculty member being reviewed for renewal and award of continuing status, extension of the probationary period for one additional year (only one extension may be granted), or nonrenewal.

If the probationary period is extended, by no later than February 28 of the third full academic year of eligible employment, the review panel will make a recommendation for renewal and award of continuing status or non-renewal to the Vice President for Educational Services. If the Vice President chooses not to accept the recommendation of the panel, he/she must notify the panel in writing as to his/her reasons. At this time, both the recommendation of the panel and the recommendation of the Vice President will be forwarded to the President with copies to the faculty member being reviewed for renewal and award of continuing status, or nonrenewal.

Upon receipt of the recommendations from the Panel and Vice President for Educational Services, the President will provide a recommendation to the District Governing Board. Upon approval by the Board, the President will inform the faculty member by letter of renewal and award of continuing status or nonrenewal.

During the probationary period, a faculty member shall not be entitled to use the grievance procedure (see Procedure 450.3.2.2).

443.9.4.2  Continuing Status

By no later than January 30 of each year, the Panel will meet with the Vice President for Educational Services to discuss the impending recommendation due on or before February 28.

By no later than February 28 of each year, every full-time faculty member who has completed his/her probationary period and is on continuing status shall have performance evaluations completed by the review panel with recommendations for retention or dismissal provided to the Vice President for Educational Services. If the Vice President chooses not to accept the recommendation of the panel, he/she must notify the panel in writing as to his/her reasons. At this time, both the recommendation of the panel and the recommendation of the Vice President will be forwarded to the President with copies to the employee: the President will then provide a recommendation to the District Governing Board. Upon action by the Board, the President will inform the faculty member by letter of the Board's action.

During continuing status, if the faculty member does not agree with the Board's action, the faculty member is entitled to use the grievance procedure (see Procedure 443.4.9 below).

The contracts of probationary or continuing faculty members are renewed on the basis of excellent performance, the promise of continued success, and program offerings. Although nonrenewal may take place for the grounds set forth in Procedure 450.1.2, the nonrenewal need not necessarily be construed as due to failure or poor performance of the faculty member. Other considerations such as the need for a different area of specialization or for new emphasis in course or program offerings; the lack of a continuing position; the need to shift a position or resources to another department; or the need for an alternative instructional program or service may dictate whether the individual is to be renewed.

443.9.5  Review Panel Structure

443.9.5.1 Probationary Period

For faculty members on probation, the review panel will consist of the following members:

1. Division Chair (Vice President for Educational Services will serve on the review panel for the Division Chair)
2. Full-time faculty member within same or related discipline
3. Full-time faculty/mentor

443.9.5.2 Continuing Status

For faculty members on continuing status, the review panel of each faculty member will consist of the following members:

1. Division Chair (Vice President for Educational Services will serve on the review panel for the Division Chair)
2. Full-time faculty/mentor

443.9.5.8  Guidelines for Panel Members

If the panel/division deems necessary, a "loaned" faculty from another institution may participate on the panel.

1. If the panel/division deems necessary, a "loaned" faculty from another institution may participate on the panel.
2. Full-time faculty members selected to the panel will be by consensus of the Division Chair and division members
3. The Mentor will be an instructor not on probationary status who has agreed to participate, and is selected by consensus by the Division Chair and division members.
4. Faculty members may not serve on one another's panels concurrently

443.9.6  Components of Evaluation During The Probationary Period

To ensure consistency, instruments for evaluation will be revised and adopted by faculty committee. The following is a list of the instruments that will be used:

1. Student evaluations will be completed in all classes during each semester.
2. Classroom evaluation/observation will be completed by all three panel members, individually, at different times, each semester.
3. General performance evaluation will be completed by the Division Chair to evaluate responsibilities outside of the classroom.
4. Self evaluation will be completed by the faculty member which will include, but is not limited to, annual goals and objectives for the current year and the coming year, and a current resume and/or curriculum vita. Goals and objectives will include information regarding how they will be accomplished. Additional information may be requested by the review panel.

443.9.7  Components Of Evaluation During Continuing Status

To ensure consistency, instruments for evaluation will be revised and adopted by faculty committee. The following is a list of the instruments that will be used:

1. Student evaluations will be completed as suggested by the panel.
2. Classroom evaluations/observations will be completed by the faculty/mentor once during the academic year.
3. General performance evaluation will be completed by the Division Chair to evaluate responsibilities outside of the classroom.
4. Self evaluation will be completed by the faculty member which will include, but is not limited to, annual goals and objectives for the current year and the upcoming year, and a current resume and/or curriculum vita. Goals and objectives will include information regarding how they will be accomplished. Additional information may be requested by the review panel
5. The Vice President for Educational Services will perform an official classroom visit once every three years.

443.9.8  Breaks in Employment

1. Leave of Absence: the faculty member will return with status in which he/she left.
2. Interim Assignment: the faculty member will return with status in which he/she left.

443.9.9  Grievance Procedure

If the employee disagrees with the Board's action, the employee may request in writing to the Human Resources Director for a hearing. The President will appoint an independent hearing officer or other College official.

The written request for the hearing must be received in the Human Resources Department within ten (10) working days of notice of the Board's decision. The request must contain a detailed statement of the basis for review, the reasons the employee believes the decision is improper, and the relief requested.

1. Scheduling of Hearing: The Human Resources Director shall schedule a hearing within ten (10) working days after an employee has filed a timely notice.
2. Witnesses and Representatives: The employee and the Vice President for Educational Services shall have the right to include in the hearing such witnesses and representatives as they deem necessary to develop facts pertinent to the request for hearing.

A list of witnesses must be submitted to the Human Resources Director two (2) working days prior to the hearing. Once both parties have provided their witness lists, copies will be exchanged between employee and Vice President for Educational Services.

The employee has the right to be represented by any willing person of his/her choice; however, the College is not liable for any cost or expense incurred for such representation. The Vice President for Educational Services shall be entitled to legal counsel. The employee must notify the Human Resources Director who, if anyone, will be representing him/her at the hearing at least two (2) working days prior to the commencement of the hearing.

3. Documents and Exhibits: All documents/exhibits which will be presented as evidence during the hearing will be submitted to the Human Resources Director two (2) working days prior to the hearing. Once these documents/exhibits have been submitted they will be provided to both parties.
4. Form of Hearing: The hearing shall be closed to the public unless the employee requests an open hearing at least two (2) working days prior to the hearing. The hearing shall be informal in nature. The rules of evidence shall not apply, provided that irrelevant, immaterial and unduly repetitious evidence may be excluded.

The hearing officer will conduct the hearing and is authorized to take evidence and to hear oral testimony presented by either side. The hearing officer may have legal counsel for assistance and advice. Both parties may begin the hearing by making a brief opening statement. After both sides have presented their cases, each side will have the opportunity to make a closing statement.

5. Decision: Upon conclusion of the hearing, the hearing officer shall provide a written decision, together with the reasons for the decision, to the employee, the Vice President for Educational Services and the President. The President will provide the recommendation to the District Governing Board.

No additional evidence, testimony or comments will be considered by the hearing officer once the hearing has been officially closed. At that time, the hearing is completed and only the evidence, testimony and comments made prior to the official closing will be considered.

6. District Governing Board Decision: At the next regularly scheduled Board meeting, the Board will review the recommendation and give such consideration as deemed appropriate which may include review of all records, documents, memorandums, and letters constituting the hearing record, request detailed position statements from the employee and the Vice President for Educational Services. The Board shall complete its review and render a decision in writing. Copies of the Board's written decision shall be furnished to the employee, Vice President for Educational Services and the President. The decision of the Board shall be final.
7. Disposition of Records: All records pertaining to a hearing or appeal will be maintained by the Human Resources Department and will not become part of the employee's official personnel record. All documents provided to the President and/or Board shall be returned to the Human Resource Department at the completion of the process.