The Roles of Department Heads and Program Directors in the GRCC Faculty Evaluation System

1. The Roles of Department Heads and Program Directors in the GRCC Faculty Evaluation System

2. Suggested Faculty Professional Development “Sequence” for DH/PD

3. 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

4. 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 • Identify the responsibilities of PD/DH in the evaluation process • Identify characteristics of a strong substantive project • Identify the characteristics of properly written FPE Plans and Reports

5. Learning Objectives (continued) After completing this session you should be able to… • Identify the behaviors that characterize effective instruction • Deliver feedback in a constructive, appropriate manner • Properly complete a Faculty Observation Report Form • Describe the proportional requirements for merit and rank for 2013-2014

6. Philosophy • Recruit and retain highly qualified faculty • Reward exemplary faculty • Improve student learning • Promote excellence in teaching and learning • Allow for collegiality • Improve institutional quality

7. 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 *Refer to p.2 in MOU, Faculty Evaluation System

8. 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 *refer to p.3 in MOU, Faculty Evaluation System

9. Components of Faculty Evaluation System

10. Teaching Satisfactory Standards of Employment* • All teaching observations completed • All student evaluations completed • One project to assess student learning * refer to p 2 in MOU, Faculty Evaluation System Yearly Distribution Requirements* • All teaching observations completed • All student evaluations completed • One project to assess student learning • One project to improve teaching effectiveness * refer to p 4 in MOU, Faculty Evaluation System

11. College Service Satisfactory Standards of Employment • 15 clock hours of service / year • Can do in summer…. • …but not required to do in summer *refer to p 2 in MOU, Faculty Evaluation System Yearly Distribution Requirements • 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 *refer to p 4 in MOU, Faculty Evaluation System

12. Professional Development Satisfactory Standards of Employment • 9 clock hours per academic years • Can do in summer but…. • …not required to do in summer *refer to p 2 in MOU,FacultyEvaluation System Yearly Distribution Requirements • 9 clock hours per academic years • Can do in summer but…. • …not required to do in summer *refer to p 4 in MOU, Faculty Evaluation System

13. Student Service Satisfactory Standards of Employment • Participation in departmental advising plan • Can do in summer but…. • …not required to do in summer *refer to p 2 in MOU, Faculty Evaluation System Yearly Distribution Requirements • Participation in departmental advising plan • Can do in summer but…. …not required to do in summer *refer to p 4 in MOU, Faculty Evaluation System

14. Additional Responsibilities* These are the same for both SSE and YDR *refer to pages 2 & 4 in MOU, Faculty Evaluation System

15. Decision-Making Process* Review of the Faculty Performance Evaluation Plan… Review of Portfolios… *refer to pages 16 & 17 in MOU, Faculty Evaluation System

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

17. Faculty Evaluation System 2013-2014 Calendar

18. Faculty Evaluation System 2013-2014 Calendar (continued)

19. Requirements for Tenure, Rank, and Merit

20. Proportional Work During the 2013-2014 AY and the 2014-2015 AY, 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

21. Requirements for Tenure

22. Requirements for Associate Professor

23. Requirements for Professor

24. Requirements for Merit Increases

25. Requirements for Merit Midpoint Increases

26. Requirements for Temporary Full-Time Faculty

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. Characteristics of a Strong Substantive Project • Responds to an institutional need • Makes a tangible, positive impact • Establishes the faculty member’s professional identity • Demonstrates mastery of a concept or set of skills relevant to teaching and learning

31. Faculty Performance Plans and Reports More details will be provided in the session “Developing FPE Plans and Reports”

32. Characteristics of Strong FPE Plans and Reports • Thoughtful; complete • Balanced • Each effort can stand on its own • The contributions represent the faculty member as an authentic educator and learner • The completed Report could be used as an exemplary guide for a new faculty

33. Information for Classroom Observations More details on this topic will be provided in the session “Classroom Observation Training”

34. What is Effective Instruction? Effective instruction involves… • …creating an environment conducive to learning • …use of effective instructional strategies • …facilitation of positive, engaging classroom interaction • …engaging multiple learning styles • …classroom management

35. Delivering Constructive Feedback • Focuses on process of teaching and learning • Expresses empathy • Refers to specific behaviors • Includes time for reflection and discussion • Solution-focused, rather than “problem-seeking” • Offers opportunity for follow-up

36. Tracking Your Professional Development Participation

37. Viewing Your Training Summary… In order to access your training summary, follow these steps… • Visit www.grcc.edu/cwis • Click “Login to CS9PROD” • Log-in using your username and password • In PeopleSoft, click “Self-Service” • Select “Learning and Development” • Select “Training Summary”

38. Screenshot from PeopleSoft

39. Questions?