ARTICLE 22

                                            Professional Development  and Evaluation

 

As the primary professionals in the teaching/learning process of the university , faculty place

continuous emphasis on the development and improvement of their professional competence  and productivity.  Professional growth occurs in areas such as effective teaching, scholarly or

creative activity, and active involvement in the university  community and professional organizations.  Faculty  scholarship and current knowledge of the discipline, together with a desire to improve pedagogy, are instrumental to good teaching.

 

Section A.  Purpose .  The purpose of professional development is to provide for continuing

improvement in teaching, in other student interactions, in the quality of scholarly activity and other service to the university  and community.  The purpose of evaluation is to provide faculty with information which will contribute to their professional development.  The evaluation processes are intended to be supportive of a faculty member ’s desire for continuing professional growth and academic excellence.  This process contributes to various personnel activities and supports the interest of each faculty member  to achieve continuing professional growth and to pursue the highest possible level of academic excellence.

 

 

Section B.  Criteria .  The criteria shall include:

 

               1.      Demonstrated ability to teach effectively and/or perform effectively in other current assignments.

 

         2.                  Scholarly or creative achievement or research .

 

 

3.      EEvidence of continuing preparation and study.

 

         4.                  Contribution to student growth and development.

 

   5.      Service  to the university and community

 

For elaboration see Appendix G.

 

Section C.  Schedule .  Faculty  shall be evaluated and shall submit progress reports according to the following schedule:

 

 

Appointment  Type	Evaluation	Progress Reports
Fixed Term Faculty  appointed to less than .75 FTE	None	None
Fixed Term Faculty  appointed to .75 FTE or more	Annually	Annually
Community Faculty	None	None
Adjunct  Faculty	None	None
Head Coaches	Annually	Annually
Assistant Coaches , appointments totaling .75 FTE or more	Annually	Annually
Assistant Coaches  appointments totaling less than .75 FTE	None	None
Probationary Faculty  appointed to .50 FTE or more	Annually	Annually
Tenured and Non Tenure Track Faculty  (below rank of Full Professor )	Every four (4)years	AAnnually
Tenured and Non Tenure Track Full Professors	Every four (4) years	Summary report in year two (2)  Full report in year four (4)

 

Faculty  members who, according to this Section, are scheduled for evaluation less frequently than every year may request more frequent evaluation.

 

Section D.  Procedure .  After the local Association  has been provided an opportunity to meet and confer concerning implementation of this procedure, the President  shall set a schedule for the evaluation process.

 

Subd. 1.  Professional Development Plans  (PDP) .   Each faculty member  shall, after consultation with their immediate supervisor , prepare a professional development plan (PDP) for the period to be covered by the evaluation.  The PDP shall include specific objectives, methods, and expected aachievements  in  respect to the criteria  in Section B.  Faculty  members may place different emphases on the various criteria so long as such emphases are consistent with department goals and university  policy .  For faculty with teaching assignments, the PDP shall include a process for student assessment.

 

When the plan is completed, the faculty member  shall provide a copy of the plan to the department members through the department chairperson. Department members are encouraged to provide written comments on the plan to assist the faculty member  in his/her professional development and,  if applicable, provide guidance with respect to promotion and/or tenure.  These written comments will be forwarded to the faculty member.  The appropriate Dean , his/her administrative designee , or other appropriate supervisor shall comment on the plan.  These written comments shall provide information to assist the faculty member in his/her professional development and, if applicable, provide guidance with respect to personnel decisions.  Before commenting, the Dean, his/her administrative designee, or other appropriate supervisor may consult with the department chairperson and with other members of the department to determine how the plan relates to departmental goals and objectives.  The faculty member shall have an opportunity to respond to these comments.  Copies of the plan together with comments added shall be maintained as part of the faculty member’s official personnel file .

 

Subd. 2.  Schedule for Evaluation .  Subject to the provisions of Article 25, the President /designee  shall establish a schedule for evaluation, consisting of time tables for: preparation of professional development plans, annual progress reports, the periodic evaluation and recommendations regarding non-renewal, tenure, and promotion.  The local association shall be afforded the opportunity to meet and confer prior to implementation of this schedule.  First year probationary faculty shall complete their plan by the end of fall semester, and shall complete their progress report by the end of the spring semester .   Probationary faculty in their second year shall submit their PDP within fifteen (15) working days after completion of the evaluation process of their first year.

 

Subd. 3.  Progress Reports .  At the end of the evaluation period, the faculty member  shall prepare a report and send it to the Dean , together with appropriate documentation describing progress made in respect to achieving his/her objectives as specified in his/her professional development plan.  A copy of the report shall be sent to the department members through the department chairperson.  Department members are encouraged to provide written comments on the report to assist the faculty member  in his/her professional development and, if applicable, provide guidance with respect to promotion and/or tenure.  These written comments will be forwarded to the faculty members.  The faculty member will then meet with the Dean to discuss achievements made during the evaluation period. A written summary of the Dean’s assessment of the faculty member’s accomplishments in respect to his/her plan, as they relate to the criteria in Section B, together with suggestions to guide future professional development activities, and any upcoming application for tenure and/or promotion, shall then be sent to the faculty member and placed in the faculty member’s official personnel file .  If the faculty member fails to meet the deadline, the Dean shall inform the faculty member in writing that he/she has ten (10) days to comply.

 

If the faculty include student course assessments as part of their report, they shall be anonymous and identified only as to course/section.  Any other student communications or evaluations submitted with the PDP report shall not be anonymous.

 

Copies of progress reports submitted by faculty pursuant to this Article shall be sent to the appropriate chairperson, to the faculty member ’s Dean , and to the faculty member ’s personnel file .

 

Section E.  Post-Tenure Review .  For the purpose of maintaining and improving effectiveness, tenured faculty members shall be evaluated and shall submit progress reports as described in this Article.  The Dean  shall submit written comments in response to summary reports submitted by faculty members in accordance with this Article.