| General Provisions |
| 15.1 |
The term "evaluation" as used in this
Article shall refer to either a Periodic Evaluation or a Performance
Review. |
| 15.2 |
Faculty unit employees, students, academic administrators,
and the President may contribute information to the evaluation
of a faculty unit employee. Information submitted by the faculty
unit employee and by academic administrators may include statements
and opinions about the qualifications and work of the employee
provided by other persons identified by name. Only tenured full-time
faculty unit employees and academic administrators may engage
in deliberations and make recommendations to the President regarding
the evaluation of a faculty unit employee. |
| 15.3 |
Evaluation criteria and procedures shall be made
available to the faculty unit employee and to the evaluation
committee and the academic administrators prior to the commencement
of the evaluation process. Once the evaluation process has begun,
there shall be no changes in criteria and procedures used to
evaluate the faculty unit employee during the evaluation process. |
| 15.4 |
The appropriate faculty unit committee may recommend
timelines for conducting evaluations. All evaluations shall
be conducted and completed within the period of time specified
by the President. The Working Personnel Action File shall be
forwarded in a timely manner to the next level of review. |
| 15.5 |
At all levels of review, before recommendations
are forwarded to a subsequent review level, faculty unit employees
shall be given a copy of the recommendation and the written
reasons therefor. The faculty unit employee may submit a rebuttal
statement or response in writing and/or request a meeting be
held to discuss the recommendation within seven (7) days following
receipt of the recommendation. A copy of the response or rebuttal
statement shall accompany the Working Personnel Action File
and also be sent to all previous levels of review. This section
shall not require that evaluation timelines be extended. |
| 15.6 |
Administrative Level Reviews shall be conducted
by the appropriate administrators. |
| 15.7 |
The Working Personnel Action File shall be forwarded
to the President who shall review and consider all materials
thus submitted. |
| 15.8 |
The Working Personnel Action File shall be defined
as that file specifically generated for use in a given evaluation
cycle. That file shall include all required forms and documents,
all information specifically provided by the employee being
evaluated, and information provided by faculty unit employees,
students, academic administrators. It shall also include all
faculty and administrative level evaluation recommendations
from the current cycle, and all rebuttal statements and responses
submitted. |
| 15.9 |
Materials for evaluation submitted by a faculty
unit employee shall be deemed incorporated by reference in the
Personnel Action File, but need not be physically placed in
the file. An index of those materials shall be prepared by the
faculty unit employee at the beginning of the cycle and submitted
with the materials. That index shall be permanently placed in
the Personnel Action File and appropriately updated to reflect
any material added to the file during the course of the evaluation
cycle. Materials incorporated by reference in this manner shall
be considered part of the Personnel Action File for the actions
set forth in provision 15.12c of this Article. Indexed materials
shall be returned to the faculty unit employee. |
| 15.10 |
Deliberations pursuant to this Article shall be
confidential. |
| 15.11 |
Recommendations pursuant to this Article shall
be confidential except that the affected faculty unit employee,
appropriate administrators, the President, and the peer review
committee members shall have access to written recommendations. |
| 15.12 |
a. |
Prior to the beginning of the review process, the faculty
unit employee subject to review shall be responsible for the
identification of materials he/she wishes to be considered and
for the submission of such materials as may be accessible to
him/her. Evaluating committees and administrators shall be responsible
for identifying and providing materials relating to evaluation
not provided by the employee. |
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b. |
A specific deadline before the recommendation is made at the
first level of evaluation shall be established by campus policy
at which time the Personnel Action File is declared complete
with respect to documentation of performance for the purpose
of evaluation. Insertion of material after the date of this
declaration must have the approval of a peer review committee
designated by the campus and shall be limited to items that
became accessible after this declaration. Material inserted
in this fashion shall be returned to the initial evaluation
committee for review, evaluation and comment before consideration
at subsequent levels of review. If, during the review process,
the absence of required evaluation documents is discovered,
the Working Personnel Action File shall be returned to the level
at which the requisite documentation should have been provided.
Such materials shall be provided in a timely manner. |
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c. |
Personnel recommendations or decisions relating to retention,
tenure, or promotion or any other personnel action shall be
based on the Personnel Action File. Should the President make
a personnel decision on any basis not directly related to the
professional qualifications, work performance, or personal attributes
of the individual faculty member in question, those reasons
shall be reduced to writing and entered into the Personnel Action
File and shall be immediately provided the faculty member. For
the purposes of this section, course assignments shall not be
considered personnel actions. However, course assignments shall
not be punitive in nature. |
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d. |
A request for an external review of materials submitted by
a faculty unit employee may be initiated at any level of review
by any party to the review. Such a request shall document (1)
the special circumstances which necessitate an outside reviewer,
and (2) the nature of the materials needing the evaluation of
an external reviewer. The request must be approved by the President
with the concurrence of the faculty unit employee. |
| 15.13 |
The periodic or performance review for individuals
holding a joint appointment in more than one (1) academic department
or equivalent unit shall be conducted by each department in
which the individual holds an appointment or in accordance with
campus procedures may be conducted by a committee with representation
from each department in which the individual holds an appointment. |
| Process
for Student Evaluations of Teaching |
| 15.14 |
Written student questionnaire evaluations shall
be required for all faculty unit employees who teach. A minimum
of two (2) classes annually for each faculty unit employee shall
have such written student evaluations. Student evaluations shall
be conducted in classes representative of the faculty unit employee's
teaching assignment. The results of these evaluations shall
be placed in the faculty unit employee's Personnel Action File.
Unless consultation with an academic unit has resulted in an
agreement by the administration and faculty to evaluate all
classes, the classes to be evaluated shall be jointly determined
in consultation between the faculty unit employee being evaluated
and his/her department chair. In the event of disagreement,
each party shall select 50% of the total courses to be evaluated. |
| 15.15 |
Students may, with the concurrence of the department
and administrator, be provided an opportunity to consult with
the department peer review committee. |
| 15.16 |
a. |
Student evaluations collected as part of the regular student
evaluation process shall be anonymous and identified only by
course and/or section. The format of student evaluations shall
be quantitative (e.g., "Scantron" form, etc.) or a
combination of quantitative and qualitative (e.g., space provided
on the quantitative form for student comments). |
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b. |
Any student communications or evaluations provided outside
of the regular evaluation process must be identified by name
to be included in a Personnel or Personnel Action File. |
| 15.17 |
A student evaluation program for Librarians may
be developed at the campus level. If such a program is established,
the evaluation process shall be developed by a committee comprised
of faculty unit employees and administrators in the Library. |
| Periodic
Evaluation |
| 15.18 |
A periodic evaluation of a faculty unit employee
shall normally be required for the following purposes: |
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a. |
Evaluation of temporary faculty unit employees (see 15.21
- 15.24). |
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b. |
Evaluation of probationary faculty unit employees who are
not subject to a Performance Review (see 15.25 - 15.28). |
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c. |
Evaluation of tenured faculty unit employees who are not subject
to a Performance Review for promotion (see 15.29 - 15.31). |
| 15.19 |
Periodic evaluation procedures shall be approved
by the President after consideration of recommendations from
the appropriate faculty committee(s). Such procedures shall,
for tenure-track faculty unit employees who teach, include,
but not be limited to, student evaluations of teaching performance,
peer reviews and administrative reviews. Department chairs may
make separate recommendations as a part of the periodic evaluation
process. If such a separate recommendation is to be made the
chair shall not participate as a member of the department peer
committee. |
| 15.20 |
The result of each stage of the periodic evaluation
process shall be a written statement. Such statement with written
rationale shall be placed in the Personnel Action File of the
faculty unit employee in accordance with Article 11, Personnel
Files. |
| Periodic
Evaluation of Temporary Faculty Unit Employees |
| 15.21 |
Full-time temporary faculty unit employees appointed
for two or more semesters or three or more quarters, regardless
of a break in service, must be evaluated in accordance with
the periodic evaluation procedure. This evaluation shall include
student evaluations of teaching performance for those with teaching
duties, peer review by a committee of the department or equivalent
unit, and evaluations by appropriate administrators. Evaluation
of full-time temporary Coaching Faculty Unit Employees shall
include an opportunity for peer input and evaluation by appropriate
administrators. |
| 15.22 |
Part-time temporary faculty unit employees appointed
for two (2) or more semesters or three (3) or more quarters,
regardless of a break in service, shall be evaluated in accordance
with the periodic evaluation procedure. Such evaluations shall
include student evaluations of teaching performance for those
with teaching duties, evaluations by appropriate administrators
and/or department chair, and an opportunity for peer input from
the department or equivalent unit. Evaluation of part-time temporary
Coaching Faculty Unit Employees shall include an opportunity
for peer input and evaluation by appropriate administrators. |
| 15.23 |
A temporary faculty unit employee appointed for
one (1) semester or two (2) quarters or less shall be evaluated
at the discretion of the department chair, the appropriate administrator,
or the department or equivalent unit. The employee may request
that an evaluation be performed. |
| 15.24 |
A written record of periodic evaluation shall
be placed in the temporary faculty unit employee's Personnel
Action File. The temporary faculty unit employee shall be provided
a copy of the written record of the evaluation. |
| Periodic
Evaluation of Probationary Faculty Unit Employees |
| 15.25 |
If a probationary faculty unit employee is subject
to a Performance Review as provided for in this Article, the
Performance Review shall serve as the evaluation of the probationary
faculty unit employee. |
| 15.26 |
In an academic year or work year in which a probationary
faculty unit employee is not subject to a Performance Review
for retention, the probationary faculty unit employee shall
be subject to periodic evaluation. |
| 15.27 |
Periodic evaluations shall be conducted by the
peer review committee of the department or equivalent unit,
and the appropriate administrator. There shall be consideration
of student evaluations of teaching performance, when teaching
duties have been assigned and student evaluations are available. |
| 15.28 |
A written record of a periodic evaluation shall
be placed in the probationary faculty unit employee's Personnel
Action File. A probationary faculty unit employee shall be provided
a copy of the written record of the periodic evaluation. |
| Periodic
Evaluation of Tenured Faculty Unit Employees |
| 15.29 |
For the purpose of maintaining and improving a
tenured faculty unit employee's effectiveness, tenured faculty
unit employees shall be subject to periodic performance evaluations
at intervals of no greater than five (5) years. Such periodic
evaluations shall be conducted by a peer review committee of
the department or equivalent unit, and the appropriate administrator.
For those with teaching responsibilities, consideration shall
include student evaluations of teaching performance. |
| 15.30 |
A tenured faculty unit employee shall be provided
a copy of the peer committee report of his/her periodic evaluation.
The peer review committee chair and the appropriate administrator
shall meet with the tenured faculty unit employee to discuss
his/her strengths and weaknesses long with suggestions, if any,
for his/her improvement. |
| 15.31 |
A copy of the peer committee's and the appropriate
administrator's summary reports shall be placed in the tenured
faculty unit employee's Personnel Action File. |
| Performance
Review |
| 15.32 |
A Performance Review of a faculty unit employee
shall normally be required for the following purposes: |
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a. |
retention of a probationary faculty unit employee; |
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b. |
award of tenure; and |
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c. |
promotion. |
| 15.33 |
A Performance Review shall consist of a minimum
of the following reviews: |
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a. |
evaluations of teaching performance, if the faculty unit employee
teaches; |
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b. |
peer reviews; and |
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c. |
administrative reviews. |
| 15.34 |
a. |
Performance Review procedures shall be approved by the President
after consideration of the recommendations of appropriate faculty
committee(s). |
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b. |
Department chairs may make separate recommendations. Such
recommendations shall be forwarded to subsequent levels of review.
If the chair makes a separate recommendation, he/she shall not
participate as a member of the peer committee. |
| Recommendation
Process for Performance Review |
| General Provisions |
| 15.35 |
The probationary and tenured faculty unit employees
of the department or equivalent unit shall elect a peer review
committee of tenured full-time faculty unit employees for the
purpose of reviewing and recommending faculty unit employees
who are being considered for retention, award of tenure, and
promotion. Probationary and tenured faculty unit employees shall
elect tenured full-time faculty unit employees to serve on higher
level peer review committee(s). When there are insufficient
eligible members to serve on the peer committee, the department
shall elect members from a related academic discipline(s). |
| 15.36 |
A faculty unit employee shall not serve on more
than one (1) committee level of peer review. |
| 15.37 |
In promotion considerations, peer review committee
members must have a higher rank/classification than those being
considered for promotion. Faculty unit employees being considered
for promotion are ineligible for service on promotion or tenure
peer review committees. |
| 15.38 |
Department and higher level peer review committee(s)
may rank-order faculty unit employees recommended for promotion.
The end result of a promotion ranking shall serve as a recommendation
to the President. |
| 15.39 |
Each peer review committee evaluation report and
recommendation shall be approved by a simple majority of the
membership of that committee. |
| 15.40 |
The end product of each level of a Performance
Review shall be a written recommendation. Such recommendation(s)
shall be placed in the working Personnel Action File of the
candidate. |
| 15.41 |
If any stage of a Performance Review has not been
completed within the specified period of time, the Performance
Review(s) shall be automatically transferred to the next level
of review or appropriate administrator and the faculty unit
employee shall be so notified. |
| 15.42 |
The President shall issue a decision regarding
retention, award of tenure, or promotion. Such a decision shall
be in writing and shall include the reasons for the decision.
A copy of the decision shall be provided to the affected faculty
unit employee and all levels of review. A copy of the decision
shall be placed in the faculty unit employee's Personnel Action
File. |
