• The maximum number of times a faculty member may be awarded a provisional contract is two. These may or may not be consecutive years. c. Performance is Unacceptable – Non-renewal of the faculty member’s contract. • Division Director recommends the non-renewal of contract to the Vice President of Academic Affairs and Student Services; • The VPAASS has the prerogative to disagree with the Division Director’s recommendation and reverse the recommendation. The reasons for this reversal must be in writing; • If the VPAASS concurs with the recommendation of non-renewal contract, the VPAASS recommends the non-renewal to the President; • The faculty member may appeal the non-renewal of a contract or a recommended denial of tenure to the President; and • If the President concurs with the recommendation, the faculty member shall be notified by the President of the non-renewal of contract pending the Board of Trustees action to support the recommendation. Accelerated Tenure Track 1. The accelerated tenure track will consist of a probationary period and a tenure track period. 2. Eligibility: a. A previously tenured faculty member at full professor rank; b. Minimum of ten years of full-time relevant teaching experience; and/or c. Leaving a previous accredited institution recognized by the U.S. Department of Education and in good standing. 3. After a successful completion of the tenure track probationary period, the faculty member will submit a letter requesting tenure to the Division Director who will forward it to the Vice President of Academic Affairs and Student Services. The VPAASS will provide a recommendation to the President. Performance Improvement Plan (Tenured Faculty) On occasion, a tenured faculty member’s performance may be found to be unsatisfactory. A combination of supervisor classroom evaluations, SEOF scores, meeting the full range of faculty duties and College/community service could impact an overall unsatisfactory performance assessment. All full-time faculty members require an overall evaluation review process every three years. During this 3-year cycle, faculty must: • Receive satisfactory supervisor classroom evaluations in each of 6 consecutive semesters; • Achieve average SEOF scores above 75% for at least 80% of their classes taught; and • Receive satisfactory evaluation in meeting the full range of faculty duties and College and community service. If a faculty member fails to satisfy the above criteria, the deficiency will need to be addressed. A remedy to correct the deficiency will be determined by the Vice President of Academic Affairs and Student Services in collaboration with the Division Director, and may require that a performance improvement plan be established. The plan must provide for a clear set of expectations and a timetable for improvement of performance of faculty found deficient:
32
Made with FlippingBook Digital Publishing Software