The Faculty Evaluation Committee would like to offer the following suggestions for revision to the current procedures for our Faculty Evaluation process:
Regarding new faculty members on 2-year contracts:
1. Faculty holding a 2-year contract are not observed by the FEC during the first year of the 2-year contract.
2. Faculty holding a 2-year contract will receive a Discipline Report by May 1 or the first year of their 2-year contract. (This is as it has been.)
3. Faculty holding a 2-year contract will receive a recommendation from the FEC during the second year of their 2-year contract. (This has been the scheduled time for the recommendation. The proposed change would mean that there would be no Faculty Observation Report in the Performance Record.)
Regarding part-time or visiting faculty on one-year contracts:
4. Part-time or visiting faculty will have a Discipline Report written by December 1 of second year and by May 1 for every third year thereafter.
S. Part-time or visiting faculty will be observed by the FEC and receive an Observation Report during the third year of their appointment and every third year thereafter (years 3, 6, 9, etc.)
6. Note that part-time or visiting faculty will not receive either a Discipline Report or an Observation Report during their first year at
7. If a faculty member has a part-time, one-year contract for less than half-time work at
NCSSM during the year that the FEC is scheduled to observe and write an Observation Report, the observation will be postponed until the following year. A maximum of two sequential postponements can be made. (Note that Discipline Reports will continue to be written, even for faulty members with less than half-time appointments.)Regarding faculty members who elect not to be involved in the Faculty Evaluation proceed:
8. Individuals who do not desire contract renewal may elect to forego their right to the Faculty Evaluation procedure. They may indicate in a signed waiver that they are requesting to be eliminated from this procedure. (This is primarily intended for individuals who plan to retire or leave prior to the expiration of their current contracts.)
We are also recommending that an Ad Hoc Committee be formed to address the following arena of concern:
-How can the Faculty Evaluation Process include more peer support, improvement opportunity, and collegiality for faculty members?
-How can each discipline be involved in a more systematic, positive, mentoring and supportive manner?
-How can more faculty members, not just the Faculty Evaluation Team, have the opportunity to visit and observe other faculty members?
-What is a productive way to evaluate "special cases" of faculty individuals who are not in typical teaching or student-interactive positions?
-Would a combined Faculty Evaluation Committee of administrators and faculty members possibly improve the process?