ECCC Policies & Procedures

Step 5. At the meeting, the supervisor who completes the annual performance evaluation will review the self-evaluation of the administrator, the results of the peer evaluation of the administrator completed by coworkers and counterparts, and his/her evaluation of the administrator. The evaluation form completed by the supervisor of the administrator, which will include the responses of the peer evaluators, will serve as the final evaluation form for the administrator. The supervisor and the administrator will sign the form verifying the meeting and review took place. The administrator will be provided with a copy of the evaluation form at the conclusion of the meeting for his/her record and for future planning purposes. Performance evaluations of administrators should be completed by mid-March each year. Upon completion of the meeting to discuss the administrator’s annual performance evaluation, the supervisor will pass the evaluation form, confidentially, to the President for review. In early April each year, the President will inform the Board of Trustees of those administrators who will be re-employed during the next fiscal year. Administrators not recommended for re-employment are to be notified by April 1. Failure to provide this notice of non-renewal on or before April 1 does not provide any rights to a contracted employee for a subsequent year. Employment contracts are issued to administrators for the next fiscal year after the final adoption of the budget for the forthcoming fiscal year by the Board of Trustees. In early March, all full-time faculty are provided a Self-Evaluation Form and their respective Dean/Director/Division Chair is provided an appropriate evaluation form. In mid-March, the Dean/Director/Division Chair will schedule a time to meet and discuss the faculty member’s annual performance to include, but not limited to, classroom observations, professional development activities, student feedback, and/or program enrollment, job placement, and state testing performance. At this meeting, the Dean/Director/Division Chair who completes the annual performance evaluation will review with the faculty member the self-evaluation of the faculty member, the results of any classroom observations and/or student feedback, and his/her evaluation of the faculty member. The evaluation form completed by the Dean/Director/Division Chair of the faculty member will serve as the final evaluation form for the faculty member. The Dean/Director/Division Chair and the faculty member will sign the form verifying the meeting and review took place. The faculty member will be provided with a copy of the evaluation form at the conclusion of the meeting for his/her record and for future planning purposes. Upon completion of the meeting to discuss the faculty member’s annual performance evaluation, the Dean/Director/Division Chair will pass the evaluation form, Comprehensive Standard 3.7.2 of the Southern Association of Colleges and Schools Commission on Colleges (SACSCOC) states that the institution must regularly evaluate the effectiveness of each faculty member. In early January each year, all full-time faculty members are asked to respond to a Statement of Intention to determine those who wish to return for the next session. Once those are received, a performance evaluation of faculty will begin as described below: Step 1. Step 2. Step 3. Step 4. Step 6. Step 7. Step 8. C. Performance Evaluations of Full-time Faculty

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