ࡱ> 685 bjbj΀ 7" ////$S/N ooooo0"$6oo7 :oor-T-o+/ 0N %%-%-N % : Evaluation Committee Minutes April 7, 2011 9:00 AM-10:00 AM, EIT 201 Faculty Members Present: Sharon Sutherland, Lynette Macfarlan, Laurie Walsh, David Ellefsen and Karen Martin Excused: John Cashell The Evaluation Committee recommends the following changes based on Dr. McFarlanes Faculty Evaluation draft proposal: Reflection/Response to Previous Years Evaluation by Faculty Member: This part of the evaluation was not retained from the previous evaluation process, but it is an important part of the self improvement process. The committee recommends that this portion be brought back so that faculty members may provide a critical analysis of their own performance by identifying strengths and weaknesses. Goals for Coming Year: This is a section that was also lost from the previous process, yet has great value for individual goal-setting. The committee recommends that goals should be established when weights are assigned for the coming year. The committee agreed that weights and goals should be set in mid-October of each year. Supervisors Comments: Supervisors must provide a written overview of the performance of the individual (as required in NSHE Title 2, 5.12.1). Faculty will have the opportunity to respond to the written narrative. The written narrative will consider information available in the faculty evaluation process, and may focus on specific points within that evaluation. The supervisor may also address substantiated information that is accurate, but not included in the new evaluation process. Annual Rating (Evaluation): The supervisor may change a faculty members final rating, upward or downward, based on substantiated information of two possible types, 1) focused areas of poor or exemplary performance within the individual faculty annual evaluation rating, and 2) disciplinary actions against the individual. In the first case, supervisors will document poor or exemplary performance in an annual written narrative followed by appropriate written direction for needed improvement if applicable. The final rating may not be adjusted during the year in which the focused poor performance is noted. In the second case, the supervisor may adjust the final rating downward as deemed appropriate for the level of disciplinary action taken. This shall be done in the year the evaluation is made, and only after the faculty member has received written direction for improvement. Adjustments to the final rating and the amount of adjustment under this circumstance shall be made with the approval of the President of the College or designee. The above proposal will be brought to Faculty Senate for approval on May 13, 2011. 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