ࡱ> a @bjbj .jF\F\7 2228jl<21|||(1*1*1*1*1*1*1$+46vN1|ZZ"||N1Hc1|j(1|(1l-|.[Gj-1y101-W7PW7$.W7.0|||||||N1N1|||1||||W7||||||||| > :  POLICY AND PROCEDURE Title: Academic Faculty Evaluation Policy No.: ---- Department: Academic Affairs Contact: ---- POLICY All Academic Faculty shall be evaluated in writing at least once annually by supervisors or heads of administrative units. (NSHE code, 5.12.1). PROCEDURES All performance evaluations for faculty shall include a rating of (i) excellent, (ii) commendable, (iii) satisfactory, or (iv) unsatisfactory. The areas of evaluation and procedures for evaluation of academic faculty and administrative faculty shall be established in Board policies and institutional bylaws. All performance evaluations shall include a narrative addressing each area of performance, and at least every three years a narrative addressing progress toward tenure and/or promotion, if applicable. The three year narrative progress assessment shall be prepared in consultation with the appropriate tenure review committee or promotion committee, if any. Evaluations of instructional faculty shall include an assessment incorporating teaching evaluations completed by their students. The areas of evaluation and procedures of evaluation of academic and administrative faculty performance are established here in accordance with NSHE policy. Academic Faculty. Academic faculty evaluations shall address Teaching, Professional, Service and Management roles. Each role will be assigned a weight by the faculty member to be approved by their supervisor. Each role will include performance components which will be assigned weights by the faculty member to be approved by their supervisor. The criteria for fulfilling role and component responsibilities shall be listed on the evaluation form. Each faculty member shall create a list of goals for the evaluation period. Each faculty shall reflect on the achievement of goals established at the end of the evaluation period. The role and component weight ranges, goals and reflections shall be listed on the evaluation form. In addition to the evaluation procedures for Academic Faculty, Non-Tenured Tenure Track Faculty will adhere to the evaluation procedures as outlined in the 鶹ӰԺ Tenure Policy, 3.60 and the 鶹ӰԺ Mentoring policy, 3.61. Role and component weights will be assigned, and goals for the evaluation period will be created by faculty and submitted for approval by supervisors by October 1 of each academic year. (SUPEVISOR RESPONSE DEADLINE HERE) Roles, Weights and Goals. The foundation of the faculty evaluation system (FES) is based on role weights. Four major roles are defined: teaching, professional, service, and management. For each role there are Faculty Senate and Presidents Council approved ranges, ultimately adding up to 100 percent. Subcategories within these roles likewise have approved ranges adding to 100 percent for that individual role. Faculty select a percentage for each role and subcategories within each to reflect anticipated work for the year. The ability of faculty to select percentages reflecting individual work is the basis of the FES; providing faculty with the capacity to rank their work based on their expectations for a given academic year. As part of the process of selecting percentages for roles and subcategories, faculty will submit a brief narrative justifying the weights selected. Definitions Teaching (50-80%) Ranges might be discussed by Academic Standards, Assessment, and other Fac Sen committees. Instructional Design (20-40%): the overall organization of a course including syllabi, assignments, discussion, exams, lectures, readings. Instructional Delivery (30-50%): the effectiveness of presenting course content to students as measure in student rating forms for each course taught. Course Assessment (10-20%): an analysis (quantitative and qualitative) of the effectiveness of meeting course learning objectives as measured by various means (assignment or exam scores, for example) in addition to planning for course improvement as needed. Instructional Management (5-20%): these are teaching duties related to course organization including activities such as maintaining grade books, arranging internships, making site visits to observe students, student conferences, maintenance of online links, etc.). Professional (5-20%) Proficiency (25-100%): this relates to maintaining a current knowledge base for disciplines taught in addition to obtaining and maintaining necessary licensure and/or permitting as needed. Scholarly/Creative(0-75%): this relates the generation of scholarly works such as an article published in a peer-reviewed journal or the creation of a work of art exhibited in a gallery. Scholarly/creative works are related to disciplines taught. Service (10-30%) Institution (20-80%): this includes service on Faculty Senate committees, hiring, tenure, mentor and various other committees serving the mission of 鶹ӰԺ. Other activities can be applied here with the approval of a supervisor. Faculty are required to serve on at least one Faculty Senate Committee. Students (20-80%): this relates to supporting student life at 鶹ӰԺ including such activities as serving as a SGA approved club advisor, participating in club activities, creating student centered campus activities (i.e, a film showing), among others. Management (0-35%) Department Chair (100%): this assigned and compensated position relates to the operation of academic department Program Supervisor (100%): this assigned and compensated position relates to the operation of Bachelor programs. Program Coordinator (100%): this assigned position relates to the operation of programs. Modification of Role Weights In the event work load changes during the course of the academic evaluation year (added committee duties, for example), in consultation with a supervisor, faculty can adjust the weights at any time during the evaluation period. If a supervisor disagrees with the faculty defined weights and the justification, a supervisor must provide a substantiated rationale for changing weights based on the individual faculty members workload (as opposed to a general expectation). This shall be written and provided to the faculty member for review and consideration. A faculty member may challenge supervisor suggested changes in weights. If consensus cannot be reached informally, a faculty member can ask the Faculty Senate Chair to appoint a mediation team in accordance with the 鶹ӰԺ Academic and Administrative Grievance Procedure, as outlined in the 鶹ӰԺ Bylaws, section 5.9. Completing the Annual Evaluation Faculty will complete and submit the annual evaluation form by the Friday following Spring Commencement ceremonies. Failure to complete the evaluation form by the Friday following Spring Commencement may result in an unsatisfactory annual evaluation. For the completion of each evaluation role component for the evaluation period, faculty must provide documentation supporting commendable or excellent ratings. Evaluation Outcomes In accordance with Section 5.13.1 of the NSHE Code, it is the policy of 鶹ӰԺ to expect the continued commitment of its faculty to excellence after the granting of appointments with tenure as defined in Section 5.11 of NSHE Code. Faculty will be encouraged to realize the academic communitys expectations to such excellence in their future performance. In accordance with NSHE Code 5.13.1, if the annual performance evaluations result in a tenured faculty member receiving an overall unsatisfactory rating for two consecutive years, a hearing in accordance with NSHE Code 5.13 shall be held for the purpose of determining if the tenured faculty member should be retained in employment. The President of the college has final authority in the decision. Academic Faculty who receive a less than satisfactory or unsatisfactory in the teaching role of the evaluation shall receive no more than a satisfactory overall rating. In this event, faculty will be required to participate in a mentoring program. The mentoring program for this purpose will follow the policy and procedure for earning tenure outlined in the 鶹ӰԺ Mentoring Policy, 3.61, with the provision the mentoring period commence immediately upon acceptance of the evaluation and be complete by the end of the immediately following evaluation period. The purpose of the mentoring process is to return the faculty members performance in the teaching role to the satisfactory level or above by the end of the immediately following evaluation period. Faculty who receive a less than satisfactory or unsatisfactory rating in the Instructional Delivery component may receive an overall unsatisfactory evaluation. In this event, faculty will be required to participate in a mentoring program. The mentoring program for this purpose will follow the policy and procedure for earning tenure outlined in the 鶹ӰԺ Mentoring Policy, 3.61, with the provision the mentoring period commence immediately upon acceptance of the evaluation and be complete by the end of the immediately following evaluation period. The purpose of the mentoring process is to return the faculty members performance in the teaching role to the satisfactory level or above by the end of the immediately following evaluation period. Additionally, a faculty member who receives two consecutive semesters of less than satisfactory or unsatisfactory in any course in the Instructional Delivery component of the Teaching Role may require the faculty member to participate in the mentoring program outlined in the 鶹ӰԺ Mentoring Policy, 3.61, with the provision the mentoring period commence immediately upon acceptance of the evaluation and be complete by the end of the immediately following evaluation period. The purpose of the mentoring process is to return the faculty members overall evaluation performance to the satisfactory level or above by the end of the immediately following evaluation period. In accordance with NSHE Code 5.13.1, an overall less than satisfactory or unsatisfactory rating in two consecutive annual performance evaluations shall be cause for a hearing in accordance with NSHE Code 5.13 to be held for the purpose of determining if the tenured faculty member should be retained for employment. In the event of two consecutive less than satisfactory or unsatisfactory evaluation outcomes, notwithstanding the provisions of Subsections 6.12.4, 6.13.1 and 6.14.2 of the NSHE Code, the only option for recommendations or decisions upon the completion of the hearing or appeal process is the continuation or termination of employment of the tenured faculty member. If, after the hearing or appeal process is completed, the decision is made to continue the tenured faculty member's employment, the annual performance evaluations which initiated the hearing shall be revised to eliminate the unsatisfactory ratings. The burden of demonstrating that termination of employment should occur lies with the administrative authorities of the System institution. Administrative Action outside of the Evaluation Process Regardless of an evaluation outcome and with the substantiated cause and appeals processes provided in NSHE Code, supervisors may revise the final outcome on an evaluation. If a supervisor has substantiated cause and can show that a faculty member has performed unsatisfactorily in spite of a satisfactory or better evaluation outcome, supervisors may utilize the provisions of NSHE Code 6.2.1, outlining a variety of prohibited activities. NSHE Code 6.2.1 outlines prohibited activity of a faculty member. 6.2.1(a) states failure to perform the duties for which the faculty member is employed. Additionally, NSHE Code 6.2.1(b) states a prohibited activity as the failure to maintain a required level of performance as provided in Section 5.12 of the [NSHE] Code (satisfactory). If supervisors can substantiate a faculty members performance is unsatisfactory in accordance with the standards of NSHE Code 6.2.1, supervisor may revise final outcome of an evaluation. Faculty members will enjoy the rights and privileges of appeal outlined in NSHE Code as well. The burden of demonstrating a faculty members performance is unsatisfactory even though their evaluation outcome is satisfactory or better lies with the supervisor. Administrative Faculty. See 鶹ӰԺ Policy 5.24 Review of Evaluations. Faculty evaluation forms will be completed by the first Friday following Commencement Ceremonies of each academic year. Supervisors will complete and respond to the evaluations by (DATE/TIMELINE.) Adverse Evaluation. In the event a faculty member receives an adverse annual evaluation, a review of the evaluation will be provided in accordance with Section 5.16 of the NSHE Code. Review of Evaluations and/or Denial of Salary Increase. (NSHE Code 5.16) Review of evaluations which result in the denial of merit award or salary increase shall be conducted in accordance with NSHE Code 5.16. Review of an Unsatisfactory Evaluation An unsatisfactory annual evaluation may result in the denial of a salary increase or merit. As provided for in NSHE Code, if a faculty member receives an unsatisfactory evaluation and is denied a salary increase or merit, the faculty member may engage in the following review process: a. Reconsideration pursuant to the NSHE Code, Section 5.2 (except that the supervisor is not required to state reasons for an adverse annual evaluation under Section 5.2.3 if the reasons for the evaluation are stated in the evaluation); Rev. 268 (12/15) Title 2, Chapter 5, Page 31 b. Grievance pursuant to the NSHE Code, Section 5.7; c. Peer review pursuant to Title 4, Chapter 3, Section 4(5); or In addition to the procedure for review adopted in this policy and procedure, the faculty member also has the right to submit a rejoinder as specified in Title 4, Chapter 3, Section 4(5) of the NSHE Code. The President shall have the final authority to accept or reject any recommendation regarding the annual evaluation. Presidents Responsibility. After the completion of the annual performance evaluations, the President shall submit an annual report to the Board of Regents detailing the process and outcomes of the annual performance evaluations.         !#$-.7IU[hl|ƱrcYG"h]:hJ5>*CJOJQJaJhJOJQJ^Jh6^hJCJOJQJaJh& f5CJOJQJaJ(hphJ5B*CJOJQJaJphhJ5CJOJQJaJh6^hJ5CJOJQJaJ(h$hJ5B*CJOJQJaJph(h$hJ5B*CJOJQJaJphhJhJ5B*ph hJ5#jh_P,h_P,5UmHnHu $%J]}% & ' 2 3 V W  1$gd;sgdJ1$gdJ &dPgdJ $dNgdJgdJ ^`gdJ  $ % & ' 1 2 3 O R V W ƼԔymy^O@O@h"*hJCJOJQJaJh"*hHjCJOJQJaJhHjh hCJOJQJaJh& fCJOJQJaJh"*h hCJOJQJaJhGECJOJQJaJ!h"*hJB*OJQJ^JphhJOJQJ^JhJhJOJQJ^Jh hOJQJ^Jh& fB*OJQJ^Jph!h"*h hB*OJQJ^JphhJCJOJQJaJhJ5>*CJOJQJaJ   & +  *OSTBGXöÎÂvjvv^^R^vvjh7vCJOJQJaJh;sCJOJQJaJhoQCJOJQJaJh.CJOJQJaJhGECJOJQJaJhHjCJOJQJaJh9]CJOJQJaJhJhJ>*CJOJQJaJhHj>*CJOJQJaJhJCJOJQJaJ%hHjhJB*CJOJQJaJphh"*hJCJOJQJaJh"*hHjCJOJQJaJ lmop & Fgd#X^gd#Xgd#X1$gdJ1$gd;sXYkmf2DNdesss]G:hu5CJOJQJaJ+h;Ph.56B* CJOJQJaJph+h;Ph$56B* CJOJQJaJphh$CJOJQJaJh$1CJOJQJaJh,xCJOJQJaJh>$CJOJQJaJh>$h,xCJOJQJaJh>$hHjCJOJQJaJh.CJOJQJaJh;sCJOJQJaJh7vCJOJQJaJh9]CJOJQJaJh"*h9]CJOJQJaJlo#$~˾ע}n[%h#Xh#XB*CJOJQJaJphh#Xh4 CJOJQJaJhu]h#X6CJOJQJaJ(hu]hu]6B*CJOJQJaJphhu]CJOJQJaJh#Xh#X5CJOJQJaJh#X5CJOJQJaJh#XCJOJQJaJh#Xh#XCJOJQJaJh>$CJOJQJaJh>$>*CJOJQJaJ#G/0h  & Fgd#Xgd#X & Fgdi Ugdu] & Fgd#X & Fgd#X^gd#X^gd#X./0h =!E!!!!!!ƹ媛tht\Mh0,hu]CJOJQJaJh>$CJOJQJaJh`CJOJQJaJh_'CJOJQJaJh0,h0,CJOJQJaJhCJOJQJaJh0,h#XCJOJQJaJh@Kh#XCJOJQJaJh#X5CJOJQJaJh#Xh#X5CJOJQJaJhu]h#XCJOJQJaJh#Xh#XCJOJQJaJh#XCJOJQJaJh !!!!""q#r###$$x&y&n)o)[,\,//@0A043531$gdm<1$gdar1$gdJ1$gd 91$gd9]1$gdu] & F1$gd? !!!""q#r###E$L$k$l$$$$%%%5&7&w&x&y&ȼ|maUI|U=h$CJOJQJaJhtCJOJQJaJhXzCJOJQJaJh.CJOJQJaJh7h7CJOJQJaJh#XCJOJQJaJhYCJOJQJaJh3+CJOJQJaJh 9CJOJQJaJh"*h 9>*䴳ϴ7䴳ϴ9䴳ϴ@䴳ϴ@䴳ϴ@@>*䴳ϴ&&&'(2))))))**,,,,,,!-)-;-<-./ʾufWfuWGuhB*CJOJQJaJphh4 hCJOJQJaJh4 hYuCJOJQJaJh0,hYuCJOJQJaJhYuCJOJQJaJh4 hm<5CJOJQJaJh4 hm<CJOJQJaJh4 h5[CJOJQJaJhm<CJOJQJaJharCJOJQJaJhXzCJOJQJaJhXzhXzCJOJQJaJhXzharCJOJQJaJ////(/3/M//// 0?0@002223334353n3sdUdsdH8hKmh 9>*CJOJQJaJh 9>*CJOJQJaJhNh 9CJOJQJaJhC|h 9CJOJQJaJh 9CJOJQJaJh$CJOJQJaJhz CJOJQJaJhtCJOJQJaJhc+hzbCJOJQJaJhc+h3+CJOJQJaJhc+hc+CJOJQJaJhc+hXzCJOJQJaJharCJOJQJaJ(hm<hYu5B*CJOJQJaJph53m3n344(5)566B8C8D8]8^8r8s8P9Q9: :R:S:::;;c;d;1$gdN1$gd4P}1$gdJn33334'5(5)55666A8B8C8D8[8\8]8^8r8ĩzm]M>hKmhKmCJOJQJaJhNB*CJOJQJaJphhB*CJOJQJaJphh~j>*CJOJQJaJhe&>*CJOJQJaJhC|h g>䴳ϴ%$c+*䴳ϴ4ʰ䴳ϴg<CJOJQJaJhKmh4P}CJOJQJaJhKmh2CJOJQJaJhKmh 9CJOJQJaJhKmhz CJOJQJaJr8s88899N9P9Q9d9::: :Q:R:S:::;۹ێێ~nbVG7hMih2>*CJOJQJaJhNh~kCJOJQJaJh~kCJOJQJaJhx|CJOJQJaJhChx|>*CJOJQJaJhjhx|>*CJOJQJaJh"oJCJOJQJaJh|8CJOJQJaJ%hh|8B* CJOJQJaJph+ *hf$sh;s5B* CJOJQJaJphh}~kCJOJQJaJh;sCJOJQJaJh;s>*䴳ϴ䴳ϴ;;;;;;%<&<= >v>>>>????_?i???????????????????ĸyuyuyuyuqm_qmqmqjhmUmHnHuhmhgh jh Uh(CJOJQJaJhC|hC|CJOJQJaJh CJOJQJaJhC|hC|>*䴳ϴ䴥䴳ϴMM䴳ϴM䴳ϴ䴳ϴ2䴳ϴ%;&<'<B=C=y=z===>>?????????????????gdN1$gdJ??????@@@@@1$gdJ ???@@@@@h(CJOJQJaJh hghm,1h/ =!"#$% EDd  jA?gbclogoPicture 1gbclogo"RD` IjŚɪDDFD` IjŚɪJFIFC      W }!1AQa"q2#BR$3br %&'()*456789:CDEFGHIJSTUVWXYZcdefghijstuvwxyz?((+n?2%kC55t^^JAQEQEQEQEQEQEQEQEQEQEyo&W{ĭcHfb?Ώ:?+X"((((((((((-/ؕ `G'G{{o+QEQEQEQEQEQEQEQEQEQE忷_!:?/دmb((((((((((+bV3W_gGWEQEQEQEQEQEQEQEQEQEWeJ?j0k# b(((((((((*6?]RoʩSP͎_!9?v+ߟZoO (((F}jiDP.TTۗ4QEQEQEG4SvS~寎>*xfVf]+N=A$VthpHpH_?d_ X8M i2Y|f/#c9}SKԦ;GI89uQBߏ.&3-7UR-Bs#}A#\Ⱦ5"cD׳>c2d {5G~:u?Gu@#Ŷo2H?hK\G!FԴ=KMa[[YVhnba]IVVA ZQEQHjQ',!xO щPHF,GJֿ=h?;/Ízm;̊u4:3b%X+$ A#io*5{u_¿z(y3^j2DݞYѴ{jֺ~kq}}y*AomoibA,Đ${7&o fI;W^ 2].QYG=>~87ϊ_L[ҿoڂMYOc,Ѭo>td$QZ2^0$0O/k edF584/ Y narxqb_gI|W"!|mwhZycaɾYem,ɜ`~|J#xwE7ƽ}KNX浒8s`2HlOZ麏vwꚧ,v0޶O7@A6sKo4o#F?:: Mzeogp}i%mUX,b[# nU9Ⱦ6?i[⏂6cyUmP;_Zx|8[M:6rZ6O{$ XJnkI7B\_nr Q?M7¿4%P\?c%ZaV2'zdV\ )p*0ʲ f(-sx(AWĿaq4etk4V7Q$" 0+>:ͭ5̑Bl\kWqR- D'L KIO>3j\Iw{{y3qw4I$w%ٙbI$??z?{Y#¿PgEC me*Ak| ~؟<1mXmnlR46vC NTr 0 Te~>_j~Mbψg{[$ `TtJ_l,$qn |f*44,<3ICOoj rݤKjl{wEɏ*wrdj7@\υ-ύZUMHPG煉ldRoF?g?#¶iկthZO1做EùjPnMEQETOm<J-|o M¾;,ci^]sH\0g+/ l>>xV| k$(%8ei>pO)$l)@eo(KatS|9NZ4C*F4y*7uἶ_~8txGonUU%NTIusMdFI0s$x>|^ǟ/!i+ۡ `H APN|hLχi~"8-ˡ@cpۀH!/㗌?h:Y^v\y2j =eܶI@_'Ft]ItMK-l4d*Gh VEQEQEQEv}A, uOV[Bɜ[ ]dfE\Crp^ެyy7ZnvP3J#A9_lOoك_*oA']zY]3YbTHPc`  |jiM<+qňRZQǟH^g-+PK+%~.xĽk>0/5 %čUUU@U?ER>#IjjMXy& %uφXU1dG?dؗ/ 7oi7;i.odEy畾g&IգbΝEQEQEQE6g?Z5߶3#_\j>!n_JeeakWl G {w ϊ߆ FeN0%g+ L ۗD>P0:S(((B2kwiEh \]G%)evˏeL,Zx ܚuwI$BH半lC0Arki~!%z4$ԥXy1\cUUo:7,@BJbڱ%Yc4ٿ 4e_Q 1Im  "_e}MwEg}MjGAm.FFvN23dfOKaou.b yKI4yi$r``D(((+IWHݍd vpik}vys|GhO? 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