Introduction to the Faculty Evaluation System

Learning Objectives for this Session

After completing this session you should be able to…1. Articulate the philosophy behind the faculty evaluation

system2. Describe the components of the system3. Describe the Satisfactory Standards of Employment (SSE) and

Yearly Distribution Requirements (YDR)4. Describe the basic requirements for tenure, promotion and

merit

Learning Objectives (continued)

After completing this session you should be able to…5. Describe the timeline for annual documentation and the

multi-year timeline for merit increases and promotion6. Describe the proportional requirements for merit and rank

Philosophy

• Recruit and retain highly qualified faculty• Reward exemplary faculty• Improve student learning• Promote excellence in teaching and learning• Encourage collegiality• Improve institutional quality

Satisfactory Standards of Employment (SSE)SSE Refers to the standard that each full-time tenured faculty member at GRCC has to meet in order to maintain ongoing employment. SSE:

• Must be met every year• Are used for those full-time tenured faculty not seeking

rank or merit increases• Must be indicated on Faculty Performance Evaluation

plan (FPE) form

Yearly Distribution Requirements (YDR)

Refers to the standard that each full-time non-tenured and temporary faculty member has to meet in order to maintain ongoing employment. YDR:

• Also refers to the standard that each tenured faculty has to meet to achieve merit and progress in rank.

• Is followed by those faculty seeking rank and/or merit increases; for non-tenure FT faculty; for FT temporary faculty

• Must be indicated on Faculty Performance Evaluation plan (FPE) form

Components of Faculty Evaluation System

Teaching

Student Service

Community Service

(optional)

Professional

Development

College Service

TeachingYearly Distribution

RequirementsSatisfactory Standards of

Employment

• All observations completed (type and number determined by rank)o Classroom Observation by a trained

peer

o Review of an Element of Teaching

• All student evaluations completed

• One project to assess student learning

• One project to improve teaching effectiveness

• All observations completed (type and number determined by rank)o Classroom Observation by a

trained peero Review of an Element of Teaching

• All student evaluations completed

• One project to assess student learning

Teaching

• Assessment of student learning o Data driven

• Improving teaching effectivenesso Self-reflection

• Elements of teachingo Peer review of syllabus, test questions, teaching strategy

College ServiceYearly Distribution

RequirementsSatisfactory Standards of

Employment

• 30 clock hours of service / year

• Can do in summer…..• …but not required to do

in summer• Must include:

o 1 departmental level activity

o and 1 interdepartmental activity

• 15 clock hours of service / year

• Can do in summer….• …but not required to do in

summer

Professional DevelopmentYearly Distribution

RequirementsSatisfactory Standards of

Employment

• 9 clock hours per academic year

• Can do in summer but…. • …not required to do in

summer

• 9 clock hours per academic year

• Can do in summer but….• …not required to do in

summer

Student ServiceYearly Distribution

RequirementsSatisfactory Standards of

Employment

• Participation in departmental advising plan

• Can do in summer but….…not required to do in summer

• Participation in departmental advising plan

• Can do in summer but….• …not required to do in

summer

Additional Responsibilities

These are the same for both SSE and YDR

Decision-Making ProcessReview of the Faculty Performance Evaluation Plan/Report

Review of Portfolios

Faculty member submits FPE Plan

Plan is reviewed by DH/PD. Once approved…

…it goes to the appropriate

Associate Dean for Hiring and

Evaluation for approval

Faculty member submits portfolio

Portfolio is reviewed by committee (including DH/PD)

Portfolio is reviewed by the

appropriate Dean

Portfolio is reviewed by the

Provost who makes the final

decision

Online DocumentationThis is a screenshot from the PeopleSoft form…

Faculty Evaluation System 2014-2015 Calendar

Fall Semester 2014  

September 12th Full-time faculty submit Faculty Performance Evaluation (FPE) Plan to Department Head (DH)/Program Director (PD) & Associate Dean (AD) for approval 

September 19th DH/PD approves FPE or returns to full-time faculty for clarification

September 26th AD approves FPE or returns to full-time faculty for clarification

September 29th Full-time faculty submit revised FPE plans to DH/PD & AD if needed  

October 3rd  Full-time faculty notified of final approval of FPE plan

September 15th through November 25th

Full-time and adjunct faculty observations must be completed during this time

Faculty Evaluation System 2014-2015 Calendar (continued)

Winter Semester 2015  

January 30th Rank and Tenure committees are finalized

April 3rd Faculty submit Portfolio if applying for rank and tenure – Rank and Tenure committees begin reviewsFaculty Performance Evaluation (FPE) Reports are due for all faculty

April 17th Rank and Tenure committee’s submit recommendations to Dean

 April 24th Dean’s recommendations completed on rank and tenure applications and submitted to Provost

May 1st Provost’s decisions completed on rank and tenure applications

May 8th DH/PD approves FPE reports

May 29th AD approves FPE reports

January 26th through April 17th

Full-time and adjunct faculty observations must be completed during this time

June 19th Full-time faculty will be notified of decisions regarding merit and merit midpoint (and rank pay and tenure pay)

Requirements for Tenure, Rank, and Merit

Overview Information

In general, the three primary components of the requirements are Yearly Distribution Requirements, Substantive Projects, and Additional Activities. Several things to keep in mind are…• …the student assessment and teaching effectiveness projects IN the

YDRs are SEPARATE from substantive projects and additional activities

• …”additional activities” are generally less complex than projects and a long list of examples is provided in the MOU

• ...with the exception of the YDRs (which are completed EACH year), projects and activities generally need only be completed at some point during the entire period between ranks (not every year).

Proportional Work

For the duration of the existing contract, requirements will be based on proportional work. Specifically, this will include:• Meeting the Yearly Distribution Requirements• Completion of one Substantive Project• Completion of one Additional Activity

Requirements for Tenure

Must be completed EVERY YEAR between hire and tenure review

• Yearly Distribution Requirements

Must be completed at some point between hire and tenure review

• Two additional substantive projects from at least two of the five evaluation categories (teaching, college service, student service, professional development, community service)

• An additional activity in two of the four required categories (teaching, college service, student service, professional development) – documentation only – no approval needed

• The New Faculty Program, Online Hybrid Certification Course, and any additional trainings specified by the College

Requirements for Associate Professor

Must be completed EVERY YEAR between receiving tenure and review for Associate Professor rank

• Yearly Distribution Requirements

Must be completed at some point between receiving tenure and review for Associate Professor rank

• Four additional substantive projects from at least two of the five evaluation categories (teaching, college service, student service, professional development, community service)

• An additional activity in three of the four required categories (teaching, college service, student service, professional development) – documentation only – no approval needed

Requirements for Professor

Must be completed EVERY YEAR between receiving Associate Professor rank and review for Professor rank

• Yearly Distribution Requirements

Must be completed at some point between receiving Associate Professor rank and review for Professor rank

• Four additional substantive projects from at least two of the five evaluation categories (teaching, college service, student service, professional development, community service)

• An additional activity in EACH of the four required categories (teaching, college service, student service, professional development) – documentation only – no approval needed

Requirements for Merit Increases

After receiving Professor rank, must be completed EVERY YEAR between merit points

• Yearly Distribution Requirements

After receiving Professor rank, must be completed at some point between merit points

• One additional substantive project from any of the five evaluation categories (teaching, college service, student service, professional development, community service)

• An additional activity in EACH of the four required categories (teaching, college service, student service, professional development) – documentation AND approval needed (in FPE)

Requirements for Mid-Point Merit Increases

Must be completed EVERY YEAR between ranks

• Yearly Distribution Requirements

Must be completed at some point between ranks

• At least one substantive project from any of the five evaluation categories (teaching, college service, student service, professional development, community service)

Requirements for Temporary Full-Time Faculty

Completion of the Yearly

Distribution

Requirements each

year

Definitions, Explanations, and Additional Information

Substantive ProjectsMore details will be provided in the session “Developing

Substantive Projects”

Substantive Projects

A “Substantive Project” is defined as one…

• …taking a minimum of 15 hours per year to complete

• …having a clear outcome or product that results from the project

• …meeting a clear need of the Department, College, or individual’s professional growth

• …having the approval of the faculty member’s Department Head/Program Director and Associate Dean in advance (as part of the annual FPE process)

For more information…

The Center for Teaching Excellence will provide sessions on the following topics:

• Overview of the Faculty Performance Evaluation System• Developing Projects• Classroom Observation Training

All sessions are available for registration at www.grcc.edu/ctereg

Tracking Your Professional Development Participation

Viewing Your Training Summary…

In order to access your training summary, follow these steps…

1. Visit www.grcc.edu/cwis2. Click “Login to CS9PROD”3. Log-in using your username and password4. In PeopleSoft, click “Self-Service”5. Select “Learning and Development”6. Select “Training Summary”

Screenshot from PeopleSoft

For more information…

…please visit the Faculty Evaluation System Training Resources website at www.grcc.edu/ and search ‘faculty evaluation’. There you will find PowerPoint presentations, forms, copies of the signed agreements, links to recordings of the trainings, and other helpful information.

Learning Summary1. Articulate the philosophy behind the faculty evaluation

system2. Describe the components of the system3. Describe the Satisfactory Standards of Employment (SSE) and

Yearly Distribution Requirements (YDR)4. Describe the basic requirements for tenure, promotion and

merit5. Describe the timeline for annual documentation and the

multi-year timeline for merit increases and promotion6. Describe the proportional requirements for merit and rank

Questions?