The VCCS Administrative & Professional Faculty Development ...

The VCCS Administrative &

Professional Faculty Development,

Evaluation, and Recognition System

VCCS A&P FACULTY EVALUATION:

AVAILABILITY OF RESOURCES

VCCS A&P FACULTY EVALUATION:

AVAILABILITY OF RESOURCES

http://www.vccs.edu/careers/administrative-

faculty-evaluations-task-force/

The VCCS Resource Repository

Overview of Policy

Framework

VCCS A&P FACULTY EVALUATION:

KEY POLICY PROVISIONS

Three Major Components:

Performance Evaluation

Annual Objectives

Reward and Recognition

Frequency of Evaluations Examples for first-year A&P faculty:

1. Administrative faculty (fiscal-year cycle) hired prior to January 1

i. Interim evaluation completed approximately mid-way between hire date and June 30

ii. Comprehensive evaluation completed for cycle ending June 30

2. Administrative faculty (fiscal-year cycle) hired after January 1

i. Interim/comprehensive evaluation completed for cycle ending June 30

ii. Transition to new evaluation cycle beginning July 1

3. All other Administrative faculty: complete a comprehensive evaluation annually at the end of each applicable fiscal-year evaluation cycle

VCCS A&P FACULTY EVALUATION:

KEY POLICY PROVISIONS

VCCS A&P FACULTY EVALUATION:

KEY POLICY PROVISIONS

Prescribed Performance Domains:

Core Job Responsibilities (i.e. position description)

Non-routine and/or Strategic Responsibilities and Activities

College, Community, and Professional Service

Professional Growth and Development

Management Effectiveness (required of faculty with supervisory responsibilities)

Mid-Year Progress Review

Faculty should meet with their supervisor

twice annually, at mid-year and year-end,

for a performance review and to discuss

the progress toward achievement of

annual objectives.

VCCS A&P FACULTY EVALUATION:

KEY POLICY PROVISIONS

VCCS A&P FACULTY EVALUATION:

KEY POLICY PROVISIONS

Formative Feedback:

The college’s evaluation process must provide for solicitation and analysis of formative performance feedback from a sampling of faculty and staff supervised by the faculty member, peers, individuals to whom the faculty member provides a service, and individuals with whom the faculty member has professional interactions

Input must be gathered at least once every three years. LFCC will continue the annual 360° feedback instrument.

Self-Assessment:

As a part of the comprehensive evaluation completed at

the end of the evaluation cycle, the faculty member must

provide a self-assessment narrative that includes

analysis of activities within each performance domain;

progress toward achievement of annual objectives.

VCCS A&P FACULTY EVALUATION:

KEY POLICY PROVISIONS

Supervisor’s Evaluation:

Based upon available input and other evidence, the supervisor’s evaluation of the faculty member includes

analysis of performance in each of the agreed upon performance domains;

analysis of progress toward achievement of annual objectives established during the evaluation cycle;

other activities as appropriate.

VCCS A&P FACULTY EVALUATION:

KEY POLICY PROVISIONS

Two-Tiered Rating System: Overall Summary Rating

Meets Expectations

Does Not Meet Expectations

Evaluation of performance within each domain need not result in an evaluative rating.

Evaluation of each performance domain should be meaningful and purposeful, providing “actionable feedback.”

VCCS A&P FACULTY EVALUATION:

KEY POLICY PROVISIONS

Assessment of performance within each domain

Areas of notable success

Areas in need of improvement

Areas requiring change in faculty responsibilities

responding to a shift in priorities

supporting a new initiative

revising the position description

“Actionable Feedback”

VCCS A&P FACULTY EVALUATION:

KEY POLICY PROVISIONS

Annual Objectives:

Established in consultation with the supervisor at the beginning of the applicable fiscal-year evaluation cycle.

Objectives represent an extension of expectations associated with performance domains.

Objectives should be related to the strategic goals of the organizational unit, the college, or the VCCS; to the professional growth and development of the faculty member; or to improvement in specific areas of the faculty member’s job performance.

Assessment of achievement of annual objectives is a required component of the comprehensive evaluation.

VCCS A&P FACULTY EVALUATION:

KEY POLICY PROVISIONS

Reward and Recognition: Faculty who have demonstrated exemplary performance and whose

contributions have had a major positive impact on the organizational unit, the college, or the VCCS must be acknowledged.

Reward and Recognition Committee:

membership is appointed by the President and must include a representative number of administrative faculty and a representative from Human Resources.

committee will establish processes for nominating, selecting, and rewarding administrative faculty.

Rewards and Recognitions may be awarded annually in each of the following categories: Mgmt. Effectiveness, College & Community Svc., Prof. Growth Development, and Non-routine Strategic & Special Project Activities

The college’s evaluation plan must include formal provisions for recognizing and rewarding performance that exceeds expectations.

Continuation Decisions

Administrative and professional faculty who receive a summary rating of “Does Not Meet Expectations” are subject to non-reappointment.

If the college elects to reappoint an administrative or professional faculty member who receives a summary rating of “Does Not Meet Expectations,” the supervisor will develop and document a Performance Improvement Plan (PIP).

Progress toward satisfactory completion of the Performance Improvement Plan will be reviewed within six months of its establishment. Interim reviews may be conducted more frequently in accordance with the terms of the Performance Improvement Plan.

Failure to comply with the provisions of the Performance Improvement Plan may result in non-reappointment or dismissal of the faculty member.

VCCS A&P FACULTY EVALUATION:

KEY POLICY PROVISIONS

Non-reappointment Notification

Administrative faculty and professional faculty not eligible for multi-year appointment (fiscal-year cycle)

Notification of non-reappointment decisions resulting from an evaluation conducted on a fiscal- year cycle must occur at least six (6) months prior to the termination of employment.

Professional faculty eligible for multi-year appointment (calendar-year cycle) – (LFCC does not have multi-year A&P appointments)

First-year faculty must be notified by March 15

Non-first-year faculty must be notified by January 15

VCCS A&P FACULTY EVALUATION:

KEY POLICY PROVISIONS

Implementation Process

at your College

VCCS A&P FACULTY EVALUATION:

TIMELINE FOR DEVELOPMENT/ADOPTION OF

COLLEGE PLANS

Policy effective date: July 1, 2016

Will apply to performance evaluation cycle 2016/17

Options:

Adopt Model Plan for 2016-17; revise as needed for

2017-18

Implement Model Plan for 2016-17; revise as needed

during first year of implementation

Revise existing college plan to comply with new

policy

VCCS A&P FACULTY EVALUATION:

QUESTIONS AND DISCUSSION

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