Evaluation of Faculty Job Performance

Evaluation of Faculty Job Performance

(Annual Work Plan) Faculty Member______

Reference BP 3-55, SP 3-31, SP 3-55

The Faculty Evaluation process for Morgan Community College shall promote excellence within Morgan Community College and optimize potential to achieve individual, department, division, college and system goals. The objectives of this process are to communicate performance expectations, provide constructive feedback, improve professional effectiveness, and reward job performance. Performance evaluations shall be conducted annually or more frequently if deemed necessary by the supervisor.

BP 3-55 / Faculty Salary Plan / pdf
SP 3-31 / Evaluation of Faculty Job Performance, / pdf
SP 3-55 / Faculty Pay Plan, / pdf

Evaluation Procedures

The college presidents, with input from faculty and other pertinent staff, will develop procedures for conducting evaluations that will assess each faculty member’s proficiency in performing the duties of his or her position. Such procedures will meet the following guidelines:

1. Faculty members will develop and submit for supervisor approval an Annual Work Plan (AWP) incorporating teaching and service. Individual performance objectives will be based on faculty members’ documented responsibilities and department and college goals.

2. Faculty members are typically expected to devote 70 percent of their effort and attention to teaching activities and 30 percent to service activities. These percentages may be modified as circumstances occur. The modified percentages should be specified in the AWP. The final overall evaluation rating is not meant to be a weighted average of ratings in each category, but should reflect faculty members’ overall performance based on their responsibilities.

3. Faculty members shall receive annual performance evaluations from their immediate supervisors. Annual performance evaluations will also be reviewed by the second level supervisor. Both level supervisors have the discretion to require additional evaluations as deemed necessary.

4. At the end of the academic year, faculty members, as part of their comprehensive AWP evaluation, will provide a narrative for each of their completed S.M.A.R.T goals.

5. There shall be three performance ratings: Exemplary, Commendable, Needs Improvement.

6. A formal evaluation conference shall be held at least once during each evaluation cycle. Faculty members will receive supervisor comments in writing related to the rationale for the rating.

7. Faculty members may respond to the evaluation of their AWP for the record.

8. Faculty members may petition the college president for a review of the formal evaluation report within 10 days of receipt of that report. The college president will review an appeal by a faculty member of a formal evaluation report.

9. Only faculty members whose Final Combined Rating is “Commendable” or above, are eligible for salary increases.

Definitions of Performance Ratings

Exemplary

Individual Categories for Teaching and Service

Faculty members must demonstrate the standards for ‘exemplary’ performance in both teaching and service, abide by all college guidelines and CCCS policies and procedures and meet department, college, and board goals related to their area of responsibility, including performance objectives defined in the AWP to receive a rating of ‘exemplary.’ Evidence of ‘exemplary’ performance must be documented within the performance evaluation.

Teaching: Examples of the kinds of combinations of qualities or activities an ‘exemplary’ teacher might demonstrate include, but are not limited to: (a) exceptional skills in both instructional delivery and course design and planning; (b) engaging students at a high level; (c) demonstrating a strong commitment to using assessment data to guide revision of faculty teaching methods to improve student outcomes; (d) leading the integration of new technology into the classroom; (e ) developing new courses or curriculum either in the classroom and online that are of impressive quality.

Service: ‘Exemplary’ faculty typically perform their department and discipline responsibilities at a high level or take active leadership on specific initiatives that meet significant college or department goals. For example, if charged with managing a career/technical program, faculty might demonstrate very strong relationships with industry partners that lead to high levels of program support, internships, and high placement rates for students.

Other examples that might characterize ‘exemplary’ service include (a) effective leadership roles in college or system committees; (b) developing significant new relationships in the community that meet college goals (with institutions such as K-12 school districts, other colleges or key business partners); (c) making a contribution to their field of study, either in published work, presentations, or service in a professional organization; (d) leadership in broader college initiatives that improve teaching and learning as in Learning Communities, Service Learning, Writing Across the Curriculum or similar initiatives.

‘Exemplary’ service should be consistent with the faculty member’s performance plan.

Commendable

Individual Categories for Teaching and Service

Faculty members must demonstrate the standards for ‘commendable’ performance in both teaching and service, abide by all college guidelines and CCCS policies and procedures and meet department, college, and board goals related to his or her area of responsibility, including performance objectives defined in the AWP to receive a rating of ‘commendable.’ Evidence of ‘commendable’ performance must be documented within the performance evaluation.

Teaching: ‘Commendable’ faculty members meet (a) basic instructional requirements, including following curriculum guidelines, college and department syllabus policies, assessment requirements and deadlines for schedules and grades. (b) Faculty demonstrate currency in their field of expertise and in teaching methodology; (c) they demonstrate skill in both instructional delivery and course design and planning; (d) they demonstrate innovation in teaching methods and a commitment to continuous improvement of student learning outcomes, including meeting college guidelines for assessment of student learning.

Service: ‘Commendable’ faculty members engage actively in service such as (a) serving on department and college committees; (b) engaging in department and college functions and activities, (c) advising students as appropriate; (d) demonstrating professional and courteous behavior. They also meet the critical duties of their assigned roles. For example, if charged with managing a program, faculty meet all basic program requirements, including holding productive advisory committee meetings and appropriately advising students.

Needs Improvement

Individual Categories for Teaching and Service

Faculty members receive a rating of ‘needs improvement’ when they do not meet the criteria of a ‘commendable’ performance rating in either teaching or service; (a) faculty fail to competently meet the teaching or program management standards or college guidelines; (b) faculty fail to provide significant service to the college or department; (c) faculty violate the expectation of professional and collegial behavior. Any disregard for, or violation of established CCCS policy or procedures or college guidelines may also result in this rating.

Modification of Factor Weights SP 3-31

Factor weights may be modified for circumstances such as provisional faculty, reduced teaching loads, associate dean/ department chairs, faculty on special assignment, or special projects, such as accreditation or where performance concerns have been identified. The modified weights will be specified in the AWP.

Interpretation of Performance Ratings

Although the teaching and service categories may be rated differently, faculty will receive only ONE final, narrative (not numerical) performance rating; to limit surprises in the final performance meeting, faculty and supervisors should be in direct conversation during the academic year. CCCS System Policy (SP 3-31) specifically notes that “faculty members must meet the standards for ‘commendable performance’ or above in both teaching and service to receive an overall rating of ‘commendable’ or above... and faculty members must meet the standards of ‘exemplary performance’ in both teaching and service to receive and overall rating of ‘exemplary.’ This also means that any individual whose teaching and/or service is designated as ‘needs improvement’ will receive an overall rating of ‘needs improvement.’

Rating For: Teaching / Rating For: Service / Final Combined Rating
Needs Improvement / Needs Improvement / Needs Improvement
Needs Improvement / Exemplary OR
Commendable / Needs Improvement
Exemplary OR
Commendable / Needs Improvement / Needs Improvement
Commendable / Commendable / Commendable
Commendable / Exemplary / Commendable
Exemplary / Commendable / Commendable
Exemplary / Exemplary / Exemplary

Employee Goals

S.M.A.R.T. goals for each criterion shall be developed by the faculty member and approved by the immediate supervisor. Faculty goals/objectives shall be aligned with the department, division, and college priorities/goals as determined annually by Morgan Community College. Faculty members may list more than one goal for each of the criteria; however not all criteria need to be addressed. Faculty members shall be evaluated on these goals/objectives at the end of the academic year. Goals/objectives may be modified or changed during the academic year by the supervisor and faculty member as appropriate.

Faculty members are expected to fulfill the duties described in their job description, as these will be part of their overall annual performance evaluation.

AWP General Information

Faculty Name
Faculty S#
Faculty Teaching Assignment
Faculty Division
Evaluation Period
Goals Approved by Supervisor
Supervisor Title
Date

Directions

Please complete each page of this form. Completed, original evaluation forms are due to the Vice President of Instruction by May 1 of each year. Supervisors / faculty shall retain copies for their files. For new employees, supervisors should discuss the evaluation form within 30 days of date of hire and ensure that goals are set for the academic year.

Section I – Teaching

Below please find the evaluation criteria to be completed either as commendable or exemplary using the S.M.A.R.T goal format. At the end of the academic year, please complete the faculty narrative column by addressing how you accomplished your S.M.A.R.T goals either at the exemplary or commendable level.

Criterion #1 / Class structure and organization
Exemplary Planning Goal:
Commendable Planning Goal:
Faculty Narrative / Associate Dean Narrative
Criterion #2 / Subject matter expertise
Exemplary Planning Goal:
Commendable Planning Goal:
Faculty Narrative / Associate Dean Narrative
Criterion #3 / Demonstrated currency in field and teaching methodology
Exemplary Planning Goal:
Commendable Planning Goal:
Faculty Narrative / Associate Dean Narrative
Criterion #4 / Student engagement and/or retention strategies
Exemplary Planning Goal:
Commendable Planning Goal:
Faculty Narrative / Associate Dean Narrative
Criterion #5 / Promotion of student achievement
Exemplary Planning Goal:
Commendable Planning Goal:
Faculty Narrative / Associate Dean Narrative
Criterion #6 / Assessment of student learning (Examples: Integrate MCC general student learning outcomes into faculty assessment plan; documented teaching and curriculum improvement based on assessment results)
Exemplary Planning Goal:
Commendable Planning Goal:
Faculty Narrative / Associate Dean Narrative
Criterion #7 / Integration of technology into course work as appropriate to the discipline
Exemplary Planning Goal:
Commendable Planning Goal:
Faculty
Narrative / Associate Dean Narrative
Criterion #8 / Other
Exemplary Planning Goal:
Commendable Planning Goal:
Faculty Narrative / Associate Dean Narrative

Section I Rating: Must be completed by Supervisor.

____ Exemplary

____ Commendable

____ Needs Improvement

Supervisor Comments (Optional):

SECTION II – Service

Criterion #1 / Departmental service, including curriculum coordination and development, advising and outreach, administrative assignments, and committee work
Exemplary Planning Goal:
Commendable Planning Goal:
Faculty Narrative / Associate Dean Narrative
Criterion #2 / System, college-wide and campus committee work
Exemplary Planning Goal:
Commendable Planning Goal:
Faculty
Narrative / Associate Dean Narrative
Criterion #3 / Sponsoring and participating in student activities
Exemplary Planning Goal:
Commendable Planning Goal:
Faculty
Narrative / Associate Dean Narrative
Criterion #4 / Attendance at college activities
Exemplary Planning Goal:
Commendable Planning Goal:
Faculty
Narrative / Associate Dean Narrative
Criterion #5 / College representation (Examples: serving on local, state, regional, national boards or commissions; serving as liaison to local schools, serving as elected or appointed member of local boards; other).
Exemplary Planning Goal:
Commendable Planning Goal:
Faculty
Narrative / Associate Dean Narrative
Criterion #6 / Professional and courteous interaction with colleagues, staff and community (Examples: active engagement, collaboration, and constructive cooperation in department and college activities).
Exemplary Planning Goal:
Commendable Planning Goal:
Faculty
Narrative / Associate Dean Narrative
Criterion #7 Other
Exemplary Planning Goal:
Commendable Planning Goal:
Faculty Narrative / Associate Dean Narrative

Section II Rating: Must be completed by Supervisor.

____ Exemplary

____ Commendable

____ Needs Improvement

Supervisor Comments (Optional):

End-of-Year AWP Signature Page Academic Year: ______

Faculty Member evaluated: ______S# ______

Overall Rating: EXEMPLARY COMMENDABLE NEEDS IMPROVEMENT

Signature / Date
Faculty – I have received and read the above evaluation
 Agree with the Results
 Disagree with the Results
Associate Dean
Vice President of Instruction
End-of-year Supervisor Comments (Strengths and Areas of Improvement):
Faculty Comments (Optional):

Revised 12-02-15