Supervisors will complete performance evaluations for each employee to inform the employee how well they are meeting the assigned duties of the position description. Failure to complete evaluations will be reflected on the supervisor’s performance evaluation and will be subject to disciplinary actions.
A. Schedule of Evaluations
President
The SKC Board will conduct an annual evaluation of the College President. Upon completion of the evaluation the Board shall meet with the President to review the results. The original evaluation, dated and signed by both parties, will be placed in the personnel file. Evaluations shall be done by the end of academic year.
Staff
Immediate supervisors will complete staff evaluations annually for the first two years of employment and at least once every three years thereafter. Upon completion of the evaluation the immediate supervisor will meet with the employee to review the results. The original evaluation, dated and signed by both parties, will be placed in the employee’s personnel file. Evaluations shall be done in the month of the employee’s anniversary of hire.
Faculty
The faculty evaluation process is designed to improve teaching effectiveness and ensure fulfillment of instructional and other faculty responsibilities. The process is consistent with the principles of academic freedom and the mission of Salish Kootenai College. Faculty members are evaluated on the basis of the position description, which includes teaching, engagement in scholarship and creativity, service to the profession, the College, and the community, and the promotion of cultural understanding. Full-time faculty members are evaluated using the following processes:
Academic Department Chairs will complete performance evaluations for faculty members in their respective departments utilizing the current approved faculty evaluation criteria. Performance evaluations are conducted annually for the first two years of employment and then at least every three years thereafter. Upon completion of the evaluation the Department Chair will meet with the faculty member to review the results. The original evaluation, dated and signed by both parties, will be placed in the faculty member’s personnel file.
Faculty members will complete an annual Self Appraisal as part of the evaluation process. The goal of the survey is to identify the individual’s perception of self and department needs and effectiveness. The Self Appraisal will be created by Faculty Council and approved by the Faculty Association. Responses will be submitted to both the Department Chair and Division Dean. If there is documented need, the Self Appraisal will be submitted to the Vice President of Academic Affairs.
Students will complete Course Evaluations according to the following timeframe: One course will be evaluated each quarter during the first year of employment and two courses per year will be evaluated thereafter. A summary of the course evaluations will be provided to the faculty member, the Department Chair, and the Vice President of Academic Affairs. Instructors may request student evaluations for additional courses as desired.
Department Chairs and Division Deans
Performance evaluations for Department Chairs includes all of the faculty evaluation components, but they will be completed by the Division Dean (if applicable) or Vice President of Academic Affairs and utilize a position specific Evaluation Form and Self Appraisal. These evaluations will align with the specific position description and must include feedback from all department faculty members in the assessment of both academic and administrative effectiveness.
Non-Full Time Faculty
Non-full time faculty will be evaluated for contract renewal by the Department Chairs who supervise their courses, in consultation with the Vice President of Academic Affairs. This process will include at least one student course evaluation per year.
B. Faculty Improvement Plan
If a faculty member experiences challenges in satisfactorily completing their assignments or job duties, those challenges should be identified and documented by the Department Chair. Recommendations for improvement will be included in the scheduled performance evaluation or as deemed necessary by the Department Chair. If the problem continues, the Department Chair can initiate a formal improvement plan. The Department Chair will work with the faculty member to develop an improvement plan. The improvement plan will provide a structure for planning, evaluating and monitoring improvements.
The Department Chair must provide the faculty member specific recommendations in writing, which will assist the faculty member in achieving a satisfactory improvement plan.
Improvement plans must address the following:
- Problem that needs resolving;
- Strategies for resolving the problem (including resources and mentoring);
- Date for completing each strategy.
As determined by the improvement plant, the Department Chair will monitor faculty progress and give feedback in completing the improvement plan. Faculty who fail to improve performance will be subject to Corrective Disciplinary Actions under policy 260.50, Types of Corrective Disciplinary Actions. Improvement plans for Department Heads/Division Chairs will be initiated and implemented by the Division Chair/Vice President for Academic Affairs.
C. Staff Improvement Plan
If a staff member experience problems in satisfactorily completing their assignments or job duties, recommendations for improvement will be included in the scheduled performance evaluation or as deemed necessary by the supervisor. The improvement plan is developed by the staff member with the help of the supervisor. The Improvement Plan will provide a structure for planning, evaluating and monitoring improvements.
The supervisor must provide the staff member specific recommendations in writing which will assist the staff member in achieving a satisfactory improvement plan. Improvement plans must address the following:
- Problem that needs resolving;
- Strategies for resolving the problem (including resources and mentoring);
- Date for completing each strategy.
The supervisor will periodically monitor the staff member’s progress and give feedback in completing the improvement plan.
D. Faculty or staff members who fail to improve performance per the Improvement Plan will be subject to Corrective Disciplinary Actions under Policy 260.50, Types of Corrective Disciplinary Actions.
History:
Adopted: Policy has been in place prior to Sept. 2003
Revised: 4/2006, April 2009, 8/21/13,6/2015, 05/12/2017, 6/2019
Reviewed: 5/2017, 8/2020