the results to the faculty member, Division Director, and Vice President of Academic Affairs and Student Services after grades have been submitted for the term. D. Directors are expected to review the scores of student evaluations with faculty in their divisions as stated in the College’s Employee Handbook. An aggregate score of 3.75/5.00, or 75%, is considered the minimum acceptable level of performance. A faculty member who receives less than acceptable student evaluations will be counseled by his or her Division Director to improve his or her performance. E. The student evaluation of faculty may be reduced to every other year if the faculty member is tenured and receives consistently high student evaluations (average of course sections taught must be in the upper 20% of full-time faculty average scores and average scores ≥ 95%) for 5 out of the 6 past semesters. In order to be on an every-other-year-cycle, approval is needed by both the Division Director and the Vice President of Academic Affairs and Student Services. Those faculty who satisfy the above criteria who wish to have student evaluations of their teaching conducted every year may choose that option. F. Four or more evaluations must be completed for a course in order for the data to be reviewed by the Vice President of Academic Affairs and Student Services. Supervisory Evaluation Division Directors are required to perform an annual supervisory evaluation of their full-time faculty members. The purpose of this evaluation is to provide the faculty member with information from a supervisory perspective, synthesize information from various components of the evaluation process, and assist in the development and implementation of the Annual Faculty Review and Professional Development Plan. This evaluation will include: a written report based on a classroom observation, (annually for non-tenured faculty, and every three years for tenured faculty), a listing of the prior two semesters’ student evaluations of teaching, and the supervisor’s assessment of the faculty member’s performance in meeting the full range of faculty duties, including professional development, and College and community service. The frequency of supervisory evaluations may be reduced if the faculty member is tenured and receives consistently high student evaluations. Initial Faculty Probationary Period Directors need to work closely with tenure track faculty who are serving in their initial probationary period (two years, unless otherwise specified in their contracts). 1. Length of probationary period – All new faculty members must serve an initial two-year probationary period during which the faculty member will be evaluated each semester. 2. Evaluation criteria may include student evaluations, classroom visitations, peer review, College and community service recognition, and an annual review by academic supervisors including the Division Director and the Vice President of Academic Affairs and Student Services. 3. Extension of probation – The initial probationary period may be extended one year at the discretion of the Vice President of Academic Affairs and Student Services due to unsatisfactory performance. At the conclusion of the extended evaluation period, the Division Director and the VPAASS will make the decision to either retain or not retain the faculty member. The President must concur with the decision and recommend a Board of Trustees’ personnel action.
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