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This committee formulates criteria for and monitors the evaluation of supervisory and executive faculty and prepares and maintains forms and procedures for student, peer, and all other evaluations of teaching and administrative faculty.
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Academic Employee Evaluation Procedures
In March 2003, the Faculty and Administrative Evaluation Committee introduced a comprehensive procedure for the evaluation of faculty to the Faculty Senate. The procedure is a compilation of efforts spanning two academic years with the full support of the Vice President of Academic Affairs. Senate subsequently approved the procedure (see 03/21/03 minutes) to be implemented in the fall of 2003.
The procedures listed directly affect tenure and tenure-track employees of Great Basin College. Such employees include instructional faculty as well as select non-teaching professional employees as defined by the Nevada System of Higher Education (NSHE) Board of Regent's Code.
Non-tenure-track, professionally contracted employees are evaluated under a different procedure. For a copy of this procedure, please contact the Director of Human Resources at (775)753-2263
Philosophy:
Because the effectiveness and quality of an institution's total education program depend heavily on a competent faculty, Great Basin College's Academic Employee Evaluation process is primarily qualitative, ongoing, and designed to promote and encourage professional growth. While the process is intended to give the academic employee flexibility within limits in determining the direction of his /her professional growth and development, it also incorporates the elements of faculty evaluation currently required by the NSHE and Northwest Commission on Colleges and Universities. Yet it recognizes that the real value of any assessment process lies in its application to the teaching and learning process.
Objectives:
- To establish a process which assesses the strengths and weaknesses of Academic Employees for the purposes of maintaining quality instruction and encouraging professional growth.
- To create an assessment process which uses multiple indices:
- The evaluation begins with self-reflective goal setting.
- The evaluation continues through student, peer, administrative, and self-assessment.
- The evaluation of service expands to include the profession, school, and community.
- The evaluation process is conducted in a fair, professional, and impartial manner.
- The tenure committees act as advocates and mentors for new faculty and support their efforts to make a successful transition to tenured status.
Annual Self-Evaluation of Goals and Performance:
Annual Self-Evaluation Criteria:
Annual Self-Evaluation form:
Merit Pay Substantiation
For Tenured Academic Faculty who have reached the top of their pay scale, merit pay is available. Receipt of pay, however, must be substantiated according to past interpretation for the demonstration of exceptional service, a standard initiated by past System Chancellor Richard Jarvis.
Policy for Defining Status of "exceptional" for Persons Above Salary Scale:
Senate in cooperation with the Office of the Vice President for Academic Affairs agreed on 04/02/04, wherein the VPAA was present at the meeting, that three (3) of the four (4) following measurements of merit must be 'Exceptional' and all should be at least 'Satisfactory:'
- Vice-President’s Evaluation of the Faculty Member
- Self-Evaluation
- Student Evaluations
- A Fifth-Year Evaluation conducted annually; process already been approved by Faculty and Administration.
The proposal will only apply to those faculty members who are affected ?it is not an across the board policy. Merit increase for those affected would amount to 2 1/2% of gross salary.
In a compromise with Administration, definitions for 'Satisfactory,', 'Commendable,' and 'Excellent' as observed by the model presented by TMCC were accepted on 05/14/05 as appropriate determinants for exceptional service. Faculty applying for merit should reference this model when addressing their substantiation to the VPAA.
Evaluation of Executive Faculty
In the spring semester of each academic year, the Faculty and Administrative Evaluations Committee conducts evaluations of the top-level Administrators of the institution. Evaluations are completed for the President, Vice President for Academic Affairs, Vice President for Administrative Services and the Vice President for Student Services.
Completion of evaluations is open to all members of Senate. All ratings and comments are compiled into one document for each Administrator to ensure anonymity (only selected committee members, those compiling the ratings and comments, see individual responses). Completed forms may be returned to any committee member (see Home Page for membership information).
Evaluation Forms:
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