A. To ascertain that the professional performance of Counselors, Librarians, Audio-Visual Specialists, Educational Technicians, Tutors, and Regular Part-time Employees is "satisfactory" or "unsatisfactory."
B. To improve the educational process by including provisions for performance improvement within the evaluation process.
C. To serve as the determining criteria for granting tenure to an Employee (with the exception of Educational Technicians and Regular part-timers).
D. There shall be a college supervisory evaluation of each Employee's performance based on her/his job description, mutually agreeable objectives and utilizing the forms provided in this Appendix.
A. The College Supervisor shall evaluate the Employee's performance only in the following areas:
1. Satisfactory performance of tasks outlined in the job description.
2. The attempt to provide services to meet the needs of the College community.
3. Utilization of methods conducive to reaching objectives mutually agreed upon by the Employees and the Supervisor and the demonstration of reasonable progress toward the attainment of those objectives.
B. The College Supervisor shall evaluate the Employee's performance in the preceding general areas only with respect to the following:
1. Demonstrated knowledge of requisite professional or technical (as applicable) skills in her/his area(s) of responsibility.
2. Appropriateness of methods and/or procedure utilized by the Employee towards the attainment of short- and long-range goals for her/his area(s) of responsibility.
3. Responsiveness to the needs of the College community for assistance and information pertinent to the Employee's area(s) of responsibility.
C. With each Supervisory Evaluation, there shall be a pre-evaluation conference and an evaluation conference between the Employee and the College Supervisor. Such conference shall be in accordance with the following:
1. For the Pre-Evaluation Conference
a. Such conferences shall occur at times mutually agreeable to the Supervisor and the Employee, but early in the academic year or semester in which the evaluation is to take place.
b. Forms to be used for such conferences are set forth in this Appendix.
c. To be entered on such forms during the pre-evaluation conference are the following:
(1) The Employee's job description. (In the event of change in her/his job description, an Employee shall not be evaluated on an item which has been in her/his job description for less than one (1) semester).
(2) Objectives, if appropriate, mutually agreeable to the College Supervisor and the Employee, to be reached by the Employee in the performance of Employee's work. Objectives need not be listed for every item in the job description.
(3) Any special activities the Employee, or her/his initiative, intends to perform in an effort to provide services to meet the needs of the College community.
(4) Special activities, methods, or objectives, if any, which the Employee may wish the Supervisor to evaluate. This shall not serve to impose a more stringent evaluative process on the Employee than would have normally occurred.
2. For the Evaluation Conference:
a. Within the constraints of Section B Part VI of this Appendix, such conferences shall take place at a time mutually agreeable to the Supervisor and the Employee.
b. Forms to be used for such conferences are set forth in this Appendix.
c. To be entered on such forms during the evaluation conferences are the following:
(1) The Supervisor's evaluative comments as to areas of performance set forth in Parts II-A and II-B of this section.
(2)The Employee's reactions, if any, to the Supervisor's evaluative statements.
III. EARLY NOTICE
Should the evaluation process suggest a poor performance on the part of the Employee such that an Evaluative Judgment of "unsatisfactory" is reasonably predictable, the College shall so notify the Employee. In such cases, either the Employee or the College shall have the right to request that an additional evaluation be completed.
IV. EVALUATIVE JUDGMENT
A. The Evaluative Judgment shall be reduced to writing on the form provided in this Appendix. Such judgment shall be limited to either of the following:
a. Should the College perceive any potential problem area(s) which may render the Employee's performance unsatisfactory in the future, these shall be identified in writing and presented to the Employee.
b. The Employee shall respond in accordance with the following:
(1) The Employee may agree with and acknowledge such statements with her/his signature of concurrence on the written form.
(2) The Employee may disagree with such statements and may list in writing those areas in which he/she disagrees with the College's judgment.
The College shall identify in writing specific areas which render the Employee's performance unsatisfactory. The College shall list in writing activities it suggests the Employee may pursue to improve performance in the specific area(s) of performance identified as unsatisfactory.
B. Disposition of the written materials and copies thereof used for the Evaluative Judgment shall be in accordance with the following:
1. Upon completion of the evaluation, the College shall place in the Employee's personnel file only the following:
a. The Pre-Evaluation/Evaluation Conference Form.
b. The Evaluative Judgment Form.
c. Any written remarks the Employee makes in disagreeing with the Evaluative Judgment.
d. Any written remarks by the College regarding activities suggested as ways to improve performance.
2. Upon completion of the evaluation, the College shall provide the Employee, upon request, with copies of all materials related thereto and which are placed in the Employee's personnel file.
V. PROCEDURES FOLLOWING AN UNSATISFACTORY EVALUATIVE JUDGMENT
A. Improper application of the provisions of this Appendix resulting in an unsatisfactory Evaluation Judgment shall form the basis for a grievance.
1. Result of such grievance shall only confirm or invalidate the propriety of the judgment as opposed to any personnel action based on that judgment or require the readministration of the evaluation process(es) comprising the Evaluative Judgment.
2. Should the resolution of such a grievance result in invalidation of the Evaluative Judgment or require the readministration of an evaluation process, the Evaluative Judgment and all written materials related to the process to be readministered shall be removed immediately from the Employee's personnel file.
B. Upon notification of an unsatisfactory Evaluative Judgment, the Employee shall respond in accordance with the following:
1. Agree with and acknowledge such unsatisfactory Evaluative Judgment with her/his signature of concurrence.
2. Disagree with such Evaluative Judgment and:
a. List in writing those areas in which he/she disagrees with the College's judgment.
b. Attempt to effect a change in such Evaluative Judgment by discussions with the author of the Evaluative Judgment.
c. Attempt to effect a change in such Evaluative Judgment by requesting that an additional evaluation process be performed.
C. The College shall establish a Performance Improvement program through which the Employee may be reasonably expected to improve her/his performance to a satisfactory level within a specified time which in no case is sooner than the end of the semester following the one in which the improvement program is outlined. Such improvement programs shall have been discussed with the Employee and mutually agreed to. The Employee shall have the right to consult with the Federation prior to final agreement on the improvement program.
VI. SCHEDULE FOR COLLEGE SUPERVISORY EVALUATION:
A. For First-Year Employees:
1. During the first year, Employees shall be evaluated twice, once each five (5)-month period.
2. During the first five (5) months:
a. The Pre-Evaluation Conference shall take place during the first two (2) months of employment.
b. The Evaluation Conference shall occur during the third (3rd) month of employment.
c. The Evaluative Judgment shall be effected not later than the end of the fifth (5th) month of employment.
3. During the second five (5) months:
a. The Pre-Evaluation Conference shall occur during the seventh (7th) month of employment.
b. The Evaluation Conference shall occur during the ninth (9th) month of employment.
c. The Evaluative Judgment shall be effected not later than the tenth (10th) month of employment.
4. Anything herein to the contrary notwithstanding, for Educational Technicians, the first evaluation shall occur early enough in the first six (6) months to allow for remediation should an "unsatisfactory" Evaluative Judgment be rendered.
B. For Employees who have completed one (1) year or more of service with satisfactory performance, but who are not tenured:
1. Such Employees shall be evaluated once a year.
2. The Pre-Evaluation Conference shall take place during the first half of the Fall Semester.
3. The Evaluation Conference shall occur during the first half of the Spring Semester.
4. The Evaluative Judgment shall be effected no later than the end of the Spring Semester.
5. When an Employee is eligible for promotion or tenure, the Evaluative Judgment shall meet the March 15 deadline.
C. For Tenured Employees:
1. The College has the right, which it may elect not to exercise, to require an Evaluative Judgment once every two (2) years. Should the College choose to exercise that right, the provisions 2, 3, and 4 of Section B (immediately preceding) shall apply.