1. Introduction to the Faculty Evaluation System
REVISED 6/28/2013 by Jeremy Osborn

2. Learning Objectives for this Session
After completing this session you should be able to…
Articulate the philosophy behind the faculty evaluation system
Describe the components of the system
Describe the Satisfactory Standards of Employment (SSE) and Yearly Distribution Requirements (YDR)
Describe the basic requirements for tenure, promotion and merit

3. Learning Objectives (continued)
After completing this session you should be able to…
Describe the timeline for annual documentation and the multi-year timeline for merit increases and promotion
Describe the proportional requirements for merit and rank

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

5. 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

6. 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

7. Components of Faculty Evaluation System
Teaching
Student Service
Community Service (optional)
Professional Development
College Service

8. Teaching Yearly Distribution Requirements
Satisfactory Standards of Employment
All observations completed (type and number determined by rank)
Classroom Observation by a trained peer
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)
Classroom Observation by a trained peer
Review of an Element of Teaching
All student evaluations completed
One project to assess student learning
Pre-tenure: Classroom observations completed every semester; no reviews of elements of teaching
Assistant Professor: Classroom Observation and Element of Teaching review completed each year
Associate Professor: Classroom Observation one year and Element of Teaching review the next
Professor: Classroom Observation and Element of Teaching review once before each merit increase

9. Teaching Assessment of student learning
Data driven
Improving teaching effectiveness
Self-reflection
Elements of teaching
Peer review of syllabus, test questions, teaching strategy

10. College Service Yearly Distribution Requirements
Satisfactory Standards of Employment
30 clock hours of service / year
Can do in summer…..
…but not required to do in summer
Must include:
1 departmental level activity
and 1 interdepartmental activity
15 clock hours of service / year
Can do in summer….
…but not required to do in summer

11. Professional Development
Yearly Distribution Requirements
Satisfactory 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

12. Student Service Yearly Distribution Requirements
Satisfactory 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

13. Additional Responsibilities
These are the same for both SSE and YDR

14. Decision-Making Process
Review 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

15. Online Documentation
This is a screenshot from the PeopleSoft form…

16. 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

17. 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 reviews
Faculty 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)

18. Requirements for Tenure, Rank, and Merit

19. 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).

20. 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
Mention that Substantive Projects will be explained and discussed at length later in the session.

21. 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

22. 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

23. 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

24. 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)

25. 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)

26. Requirements for Temporary Full-Time Faculty
Completion of the Yearly Distribution Requirements each year

27. Definitions, Explanations, and Additional Information

28. Substantive Projects
More details will be provided in the session “Developing Substantive Projects”

29. 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)

30. 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

31. Tracking Your Professional Development Participation

32. Viewing Your Training Summary…
In order to access your training summary, follow these steps…
Visit
Click “Login to CS9PROD”
Log-in using your username and password
In PeopleSoft, click “Self-Service”
Select “Learning and Development”
Select “Training Summary”
The training summary is an official record of an employee’s participation in both GRCC sponsored professional development and PD associated with approved leaves of absence.

33. Screenshot from PeopleSoft

34. For more information…
…please visit the Faculty Evaluation System Training Resources website at 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.

35. Learning Summary
Articulate the philosophy behind the faculty evaluation system
Describe the components of the system
Describe the Satisfactory Standards of Employment (SSE) and Yearly Distribution Requirements (YDR)
Describe the basic requirements for tenure, promotion and merit
Describe the timeline for annual documentation and the multi-year timeline for merit increases and promotion
Describe the proportional requirements for merit and rank

36. Questions?