Jun 24, 2024  
CC Policy Manual 
    
CC Policy Manual

Performance Evaluations for Faculty Employees


Performance Evaluations for Faculty Employees Effective Date    6-17-14
Revision Date    6-17-14
Revision No.    1.0

1.0    Purpose

This policy establishes guidelines for monitoring and evaluating faculty employee’s job performance.

2.0    Revision History

Date Rev. No. Change Ref Section
6-17-14 1.0 Policy rewrite.  
6-17-14 1.1 Separated student course evaluations from faculty evaluations. They are different evaluations with different outcomes and processes.  
6-17-14 1.2 Changed the phrase “division chair” to “supervisor” to encompass a greater number of supervisory titles.  

3.0    Persons Affected

3.1    Faculty employees who teach credit-bearing courses.

3.2    Supervisors.

4.0    Policy

The policy of Casper College is to ensure the following.

4.1    Faculty employees receive formal feedback on their employment performance including areas of improvement, acknowledgement of expectations met, and training needs. They can use this feedback to improve the quality of their instruction.

4.2    There is a record of the faculty employee’s employment performance. The college can use this record to improve instruction and to recognize excellent teaching.

5.0    Definitions

5.1    Faculty. This position classification includes teaching positions hired on a faculty contract. Faculty positions are exempt from the Fair Labor and Standards Act.

5.2    Faculty Employee’s Evaluation Schedule. This is the minimum evaluation schedule for faculty employees. Supervisors may schedule evaluations more frequently if they choose or to meet accreditation requirements.

  • Supervisors evaluate tenured faculty employees and non-tenured faculty employees who have taught for the college for four or more consecutive years at least once every three years.
  • Supervisors evaluate non-tenured faculty employees who have taught for the college for less than four consecutive years at least once every year.
  • Supervisors evaluate faculty employees who are in tenure-tracked position but who have not yet received tenure as outlined in the tenure process.

5.3    Tenured. This length of service describes benefited faculty positions.

6.0    Responsibilities

6.1    The Academic Affairs Office is responsible for ensuring compliance to this policy.

6.2    Supervisors are responsible for scheduling and conducting employment evaluations.

7.0    Procedures

7.1    The Academic Affairs Office notifies deans of faculty employees who are due for an evaluation.

7.2    The supervisor schedules a teaching observation with the faculty employee. Observations must be at least 50 minutes long. The supervisor then observes the faculty employee teaching and writes an evaluation report based on the observation and other pertinent information such as student course evaluations, committee work, presentations, collegiality, publications, job description, etc. The report will include any outcomes and recommendations for improvement.

7.3    The supervisor reviews the completed evaluation report with the faculty employee. The faculty employee may submit a written response to the evaluation report if they choose. The supervisor and the employee sign the report.

7.4    The supervisor provides the faculty employee and the Academic Affairs Office with a copy of the signed evaluation report.

7.5    The Academic Affairs Office retains the evaluation report in the faculty employee’s personnel record for six years.