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19.1
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EVALUATIONS
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Regular academic teaching faculty shall be evaluated at least once in every three (3) academic years (Education Code 87663(a)).
The purposes of faculty evaluation are:
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19.1.1
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To measure the effectiveness of instructor performance and to identify those areas needing improvement and provide assistance for improved instructor performance. Any areas of serious concern should be reviewed with the faculty member.
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19.1.2
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To encourage continued growth in instructor performance both as a classroom instructor and as an active participant in the College governance structure.
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19.1.3
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Actual classroom observations shall take place between the second (2nd) and the fourteenth (14th) week of the semester.
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19.1.4
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To ensure compliance with District policies and standards.
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19.1.5
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To provide reasonable criteria for granting reappointment and permanent and continuing status.
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19.2
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EVALUATION PROCESS
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The evaluation of a faculty member is a four-part process that involves a self-evaluation, peer evaluation, administrative evaluation, and a student evaluation report.
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19.2.1
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Self-Evaluation: Professional Competence: all faculty will complete the self-evaluation form. Faculty members are expected to provide evidence of professional competence and teaching effectiveness. The following are general criteria that will be used in the self-evaluation.
Demonstrate that instruction relates to course objectiveness.
Knowledge of current teaching methods, materials, and trends in his/her field of instruction.
Improved student performance as indicated by tests, term papers, projects, other measures of learning outcomes, and follow-up studies, etc.
Successful strategies to improve student performance and retention.
Preparation and planning of curriculum.
Current and recent advances in the discipline.
Demonstration of continued professional growth.
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19.2.2
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Peer Evaluation: The faculty members of the evaluation team will make class visits which will be summarized in a written report. The District agrees to indemnity and holds harmless any faculty member against any and all claims arising out of any peer evaluation conducted under the provisions of this Article.
The second step of peer evaluation, which treats faculty participation in governance, will be carried out by the President of the GCFA and the Faculty Senate President or their designees. Their reports will be shared with the faculty member for review and response. The peer evaluation reports will not be filed in the faculty member’s personnel file unless the evaluatee makes the request and provides the documents.
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19.2.3
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The following are general criteria that will be used in the evaluation:
Expertise in subject matter or professional field.
Effectiveness in carrying out duties in instruction, counseling, library, or enabling, as appropriate for the Unit Member's assignment.
Acceptance of professional responsibilities.
Effectiveness of communications with students and staff.
Professional/community activities including, but not limited to, faculty organizations and committees, professional organizations, community activities, advisor to student clubs or organizations.
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19.2.4
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Administrative Evaluation: The summary evaluation and recommendation for continuation of faculty status shall be made solely by the responsible administrator. The administrative member of the evaluation team will make class visits which will be summarized in a written report. The following are general criteria that will be used in the evaluation:
Knowledge of field.
Utilize a variety of teaching strategies and materials.
Acceptance of professional responsibilities and other obligations as reflected in the administrative evaluation of faculty performance form.
Responds promptly to administrative requests and deadlines.
Demonstrates continued professional growth.
Professional/community activities including, but not limited to, faculty organizations and committees, professional organizations, community activities, advisor to student clubs or organizations.
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19.2.5
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Student Evaluation: The student evaluation is the 4th component designed to provide the instructor with feedback to improve instruction.
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19.2.5.1
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The instructor will review with the students the purpose of the evaluation, the questions and the value of personal written comments.
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19.2.5.2
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The instructor will stress that their feedback and comments will remain confidential. The instructor will leave the room before the students begin and all evaluations, including written comments, will be prepared in a printed, anonymous format.
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19.2.5.3
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After inviting questions and answering them, the instructor will assign a student to distribute the forms. The same student will collect all forms and return them to the VP of Instruction office (or the Continuing Education Office/site manager for evening classes and off sites) in the envelope provided.
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19.2.5.4
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It is recommended that the evaluations be completed during the last part of class (at least 15 minutes).
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19.2.5.5
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To guarantee validity, the instructor must be sure that the students understand the process before leaving the room. Under no circumstances is the instructor to stay in the room or in the immediate area outside the room. The instructor cannot handle or return the completed forms and the student returning the forms will be required to verify the above with a signature when submitting the forms to the respective administrative office.
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19.3
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EVALUATION TEAM COMPOSITION
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The Evaluation Committee will consist of four (4) academic persons: one (1) faculty member, one (1) administrator, and the President of GCFA and the President of the Faculty Senate or their designees.
The administrative member of the Evaluation Committee, who is also responsible for seeing the process through to its conclusion, will be appointed by the Vice President of Instructional Services.
The faculty member being evaluated will select a colleague to carry out the peer evaluation. Where the number of faculty within a discipline is small in number, the peer evaluator may be selected from a discipline outside of the faculty member's area of expertise.
The evaluating peer shall be employed within the GCFA Unit. The evaluating peer will make at least one (1) class visitation with a second (2nd) visitation being mandated at the request of the evaluatee. The visitation(s) will be summarized in a written report and the peer will present and discuss the written report with the faculty member being evaluated. A final written report will be given to the faculty member being evaluated, but not to the administrative members of the evaluation team. The peer evaluation report will not be filed in the faculty member's personnel file, unless the evaluatee makes the request and provides the document.
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19.4
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EVALUATION TIME LINE
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All Unit Members, with the exception of probationary faculty, will be notified on or before the end of the semester, prior to the regular evaluation, of the need of such an evaluation.
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19.4.1
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Evaluation of all faculty will be completed by the end of the semester.
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19.4.2
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Actual classroom evaluation observation of Unit Members shall take place between the second (2nd) week and the fourteenth (14th) week of the semester.
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19.4.3
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First (1st), second (2nd), and third (3rd), and fourth (4th) year contract faculty will be evaluated at least once each year prior to February 15. Additional administrative evaluations may be completed at the discretion of the Administration.
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19.4.4
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Faculty employed as a first year contract employee who will not complete 75% of the academic year will be a first year contract employee in the following academic year. The evaluation, therefore, will commence at that time.
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19.5
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TENURE REVIEW
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In addition to the evaluation process described above, a Tenure Review Committee will be formed. This Committee will consider all pertinent contract information (including but not limited to student evaluations, self evaluations, administrative evaluations, all peer evaluations [if submitted by faculty member], committee observations, and past and present student surveys) needed to make a recommendation to the President of the College either to continue or not to continue employment. The process of tenure is one that requires confidentiality.
All non-tenured faculty, including those hired prior to 1997, will fall under the provisions of this Article (19.5).
The District agrees to indemnify and hold harmless any faculty member of the Tenure Review Committee acting within the course and scope of employment against any and all claims arising out of any tenure review process conducted under the provisions of this Article.
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19.5.1
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The Tenure Review Committee shall consist of the Dean or his/her designee; the supervising Administrator; two (2) faculty members appointed by the Faculty Senate President, one (1) of whom shall serve as the Chair; and the appropriate Department Chair. All faculty appointees will be tenured. Changes in committee membership may be made by the College President or his/her designee due to the following circumstances: changes in assignments, leaves, retirements, resignations from the committee, changes in Department Chairs, peer evaluator conflicts or mentor conflicts.
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19.5.2
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A Tenure Review Committee member shall not serve as peer evaluator or mentor of a probationary employee while serving on the Tenure Review Committee. If possible, the composition of the Committee will be the same for the second (2nd), third (3rd) and fourth (4th) year.
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19.5.3
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The Tenure Review Committee will be formed by September 30 of the first (1st) year of full time employment of the non-tenured faculty. The committee will then begin a thorough review of the employee’s performance. Once completed, the committee will meet, review all information and make recommendations to the supervising administrator for inclusion in the evaluation. These may include positive comments and expectations for improvement with realistic timelines. The supervising administrator will then complete the evaluation process and make the final evaluation available for review by the tenure review committee. If the committee has serious concerns about the employee’s performance, a spring review may be initiated using the process outlined above for the fall semester.
This Committee will also make a recommendation to the President of the College to either continue or not to continue the employment of the first (1st) year employee. This will be completed by February 15 of the first (1st) year. If employment is continued, the non-tenured employee will be granted a second (2nd) year contract.
During the Fall Semester of the second (2nd) year, the Tenure Review Committee will complete its review of the non-tenured faculty for a second (2nd) time. This will be completed by February 15 of the second (2nd) year. If employment is continued, the non-tenured employee will be granted a third (3rd) and fourth (4th) year contract.
During the Fall Semester of the third (3rd) year, the Tenure Review Committee will complete its review of the non-tenured faculty for a third (3rd) time. This will be completed by February 15 of the third (3rd) year.
During the Fall Semester of the fourth (4th) year, the Tenure Review Committee will complete its final review of the non-tenured faculty. This will be completed by February 15 of the fourth (4th) year.
If employment is continued, the non-tenured employee will be granted tenure.
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19.5.4
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The President may or may not recommend renewal to the Board. The President's report to the Board will include the report of the Tenure Review Committee.
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19.5.5
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If tenure is not granted, then non-renewal proceedings will be followed pursuant to Education Code Section 87610.1.
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19.6
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The design of forms and questionnaires for faculty evaluation and tenure review will be created by the Staff Development Committee in cooperation with the Administration.
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19.7
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Non-substantive procedural errors shall not invalidate the evaluation or tenure recommendation unless the errors are prejudicial errors.
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