EVALUATION. Professional Staff Unit Members

Transcription

1 EVALUATION Professional Staff Unit Members

2 ARTICLE Evaluations are based on these criteria: 1. performance 2. student advising 3. college service 4. teaching, if assigned But you may only look at these components: 1. work performance (75%) 2. college service (10%) 3. personnel file review (15%)

3 FIVE STEPS Pre-Evaluation Conference Student Advisement and College Service Personnel File Review Summary Evaluation Post-Evaluation Conference

4 PRE-EVALUATION CONFERENCE This should take place by July 1 every year (or at beginning of employment of new hire). The purpose is to develop the position description (Form E7 plus class specification) Position description contains the duties and responsibilities for the coming year and may contain work objectives, if appropriate.

5 Pre-Evaluation Conference, cont. The position description worked out every June is the basis for the performance evaluation for the coming year. You must meet with the employee if making any changes to the position description. You should review the position description every year to see if changes are appropriate.

6 Pre-Evaluation Conference, cont. Form E7 uses outline format of I, A, 1 but the middle category ( A, objectives) is optional. Form E7 must have goals and activities/methods. Objectives are optional and must be appropriate and mutually agreed upon.

7 STUDENT ADVISEMENT AND COLLEGE SERVICE Employee must submit documentation by December 30 and May 30 every year (Forms E4 and E5). If employee is not assigned student advisees, there is no need to submit E4. For tenured staff: In non-evaluation year and in Spring of evaluation year, forms must still be submitted but are not evaluated and are returned to employee.

8 Student Advisement And College Service, cont. Evaluation of student advisement and college service is included in summary evaluation. For tenured employees, this means the Fall E4 and E5 of the evaluation year. Evaluator may seek information from sources other than Forms E4 and E5. Student advisement is not a component of evaluation so include in work performance percentage. Failure to submit Forms E4 and E5 even in nonevaluation years makes employee subject to discipline.

9 PERSONNEL FILE REVIEW The personnel file must be reviewed. Only material placed in the file since the last summary evaluation may be considered. Personnel file review is included in summary evaluation (Form E8).

10 SUMMARY EVALUATION Summary evaluation is due June 1. Every year for non-tenured employees (February 1 for new hires) and every third year for tenured. Work performance section can only be based on position description (Form E7). Provide feedback between evaluations do not wait.

11 Summary Evaluation, cont. Tenured Professional Staff Timing: 1. Evaluation due June 1 every third year. 2. If on leave for more than six months during evaluation year, put off evaluation to following year. 3. Do not evaluate in first tenure year.

12 Summary Evaluation, cont. 1. If evaluation is unsatisfactory, you can (and should) evaluate the next year. 2. If unsatisfactory, employee must undertake post-tenure professional development (Article 13A). 3. If just cause exists, you can evaluate any year.

13 Summary Evaluation, cont. Post-Tenure Review Professional Development Plan: 1. Plan is developed by supervisor after consulting with employee and post-tenure review professional development plan committee. 2. Plan must be developed by August 1 of evaluation year.

14 Summary Evaluation, cont. Post-tenure review, cont.: 3. Employee can file objections and Provost must approve the plan. 4. Plan must contain measurable outcomes and specific criteria for determining if more improvement needed. 5. College bears costs associated with plan.

15 POST-EVALUATION CONFERENCE By contract, you are required to meet if the employee requests a conference. Such request and meeting must take place within 14 days after the summary evaluation is completed. It is good practice to have a followup discussion with employee, even though not required.

16 MISCELLANEOUS If requested by the professional staff unit member, you must provide written reasons for that employee s evaluation. If employee is assigned to teach, this would customarily not include traditional academic subjects.

17 PART-TIME PROFESSIONAL STAFF UNIT MEMBERS ARTICLE Based on: 1. Performance 2. Student advising 3. College service 4. Personnel file review There are no percentages specified as for full-time professional staff unit members.

18 Part-Time Professional Staff Position Description Timing: By the end of the second week of appointment, the part-time employee must receive a job description that lists the duties and responsibilities that will be evaluated. Do not use Form E7 for this. Use the position description that was used for posting. There are no class specifications for parttime professional positions.

19 Part-Time Professional Staff Student Advisement/College Service Employee must submit E4 (if assigned advisees) and E5 (college service) no later than two months prior to completion of appointment. Evaluator may seek information from sources other than E4 and E5. Evaluation is based on student advisement and college service work since last summary evaluation.

20 Part-Time Professional Staff Personnel File Review Evaluator can only consider material placed in file since the last summary evaluation. Evaluator must review personnel file to do summary evaluation. Failure to review personnel file will likely result in invalidating evaluation.

21 Part-Time Professional Staff Summary Evaluation Work performance evaluation is done at the same time as summary evaluation. Summary evaluation is due no later than one month prior to completion of appointment (Form E10).

22 Part-Time Professional Staff Post Evaluation Conference This would occur only if employee requests a conference to discuss reasons for the evaluation. Employee has only seven days to respond to the summary evaluation.

23 ALL PROFESSIONAL STAFF: TIMING OF EVALUATIONS It is very easy to lose track of when to evaluate and when documentation is due from employees. Failure to evaluate or to obtain documentation at the proper time may interfere with ability to discipline. Make a chart! Gary McPhee sends timing information each October.

24 All Professional Staff: Timing Of Evaluations A full evaluation must be on file for those professional staff up for tenure consideration. The Unit Personnel Practices Committee must make recommendations by March 1. Therefore, the prior year s evaluation will be reviewed.

25 All Professional Staff Timing, cont. New Contract Provision to remember: Probationary Period Article 11.01C Unit professionals have six month probationary period, dating from first appointment. Very important to evaluate and make decision on retention before this period is up. If terminated in probationary period, employee must receive notice.

26 HUMAN RESOURCES If you have any questions about evaluations, please contact either of us: Gary McPhee, Director, ext Judith Wong, Associate Director, ext. 3536