Contract

Between CCFT & the Cabrillo Community College District
July 1, 2007 through June 30, 2010

Article 17
Evaluation and Tenure

• 17.1 Definitions
  • 17.1.1 For the purpose of this Article, "contract instructor" means a bargaining unit member who is employed on the basis of a contract in accordance with the provisions of Education Code Section 87605, 87608(b), or 87608.5(b). A "contract instructor" is commonly referred to as "probationary faculty" at Cabrillo College.
  • 17.1.2 "Regular instructor" means a tenured bargaining unit member who is employed in accordance with the provisions of Education Code Section 87608(c), 87608.5(c), or 87609(a).
  • 17.1.3 "Temporary instructor" means a bargaining unit member who is employed for no more than sixty (60) percent of the hours per week considered a full-time assignment for regular employees having comparable duties [Education Code Section 87482.5(a)]. A "temporary instructor" is commonly referred to as "adjunct faculty" at Cabrillo College.
  • 17.1.4 "Temporary contract instructor" means a bargaining unit member employed in accordance with Education Code section(s) 87470, 87478, 87480, 87481, and/or 87482, as applicable.
  • 17.1.5 "Appropriate administrator" means the immediate administrative supervisor of the unit member, or administrative designee as appointed by the immediate supervisor.
  • 17.1.6 "Evaluatee" means the person being evaluated.
  • 17.1.7 In the event that part or all of a faculty member's work takes place in a distance education format, "worksite" may be defined as a mediated or online learning environment.
• 17.2 Purpose
  The primary purpose of the evaluation of academic personnel is the continued improvement of instruction at Cabrillo College. Other purposes include the maintenance of quality in programs and instruction, and the professional competence of the faculty. The evaluation process shall promote professionalism, enhance performance, and be closely linked with professional growth efforts (Statement on Professional Ethics, Appendix Z).
• 17.3 Criteria
  • 1. Classroom, Worksite, or Job Performance
    The faculty member demonstrates effective performance in classroom teaching or in carrying out other primary responsibilities and assignments including:
    • a. currency and depth of knowledge of teaching field or job duties;
    • b. proficiency in written and oral English enabling clear, effective communication to students, staff, and colleagues;
    • c. use of teaching or job specific methods and materials challenging to the student and appropriate to the subject matter, responsive to the needs of students, and consistent with curriculum requirements and coordination/sequencing; this is not intended to discourage use within a department of a variety of successful pedagogical approaches to learning;
    • d. careful attention to effective organizational skills in the classroom or work site;
    • e. provision to students of appropriate class materials including a course syllabus with the course outline, course objectives, method of assessment, grading criteria and other classroom policies, or other relevant learning materials;
    • f. appropriate measurement of student progress;
    • g. evidence of course objectives being met; and
    • h. in the case of contract, temporary contract, and regular faculty, consistent responsibility in fulfilling official college requirements, including, as a baseline, those outside-the-classroom assignments such as attending division and department meetings, participating on search and selection committees, participation on evaluations teams, contributing to curriculum development, participating in program planning, and participating in college governance as needed.
  • 2. Students
    Faculty members shall demonstrate:
    • a. patience, fairness, and promptness in the evaluation and discussion of student work;
    • b. respect for and responsiveness to needs of a diverse student population and their special circumstances where appropriate;
    • c. maintenance of contractual obligations to hold regular and timely office hours;
    • d. respect for the right of students to voice opinions and concerns;
    • e. willingness and availability to assist students; and
    • f. respect for students' rights as outlined in the Student Rights and Responsibilities Handbook.
  • 3. Colleagues
    Faculty members shall show respect for colleagues and the teaching profession by:
    • a. acknowledging and defending the free inquiry of their associates in the exchange of critique and ideas;
    • b. respecting the right of others to express a variety of opinions;
    • c. acknowledging academic debts (credit works to avoid plagiarism);
    • d. acknowledging achievements and areas in need of improvement;
    • e. acting in accordance with the ethics of the profession and with a sense of personal integrity; and
    • f. acting in a manner that does not disrupt colleagues' performance of duties.
  • 4. Professional Growth and Responsibilities
    Faculty members shall demonstrate continued professional growth by:
    • a. continued participation in self-initiated professional activities such as course work, attendance at workshops, seminars, professional meetings, publications, conference presentations, artistic exhibits/performances, classroom research, development of new curriculum, and community involvement specific to academic area, and other appropriate activities; and
    • b. active participation in collegial governance and campus life including serving on committees;
  • 5. Special Assignments or Reassigned Duties
    Faculty member shall:
    • a. perform assigned duties
    • b. perform appropriate record keeping, correspondence, coordination, and reporting
  • 6. Program Chairs
    Faculty member shall:
    • a. perform assigned duties and responsibilities as described in the job description in Appendix AA and as agreed upon with the appropriate administrator;
    • b. perform appropriate recordkeeping, correspondence, coordination, and reporting;
    • c. demonstrate fairness, collaboration and responsiveness to program faculty and program needs; and
    • d. comply with college policies and procedures.
• 17.4 Frequency of Evaluations
  • 17.4.1 Contract probationary faculty shall be evaluated in their first (1st), second (2nd), and third (3rd) semesters, once in their third (3rd) year, and in the fall semester of their fourth (4th) year except as provided by 17.6.9 and 17.6.10 herein.
  • 17.4.2 Regular tenured faculty shall be evaluated once every three (3) years, except as provided by 17.7.9 and 17.7.10 herein.
  • 17.4.3 Adjunct faculty shall be evaluated during the first (1st) and third (3rd) semester worked, then every three (3) years, except as provided in 17.6.9.
  • 17.4.4 Temporary contract faculty shall be evaluated each academic year.
    • 17.4.4.1 When a temporary contract faculty is hired for a specified period, i.e., one (1) semester or one year period, and then becomes either an adjunct or contract probationary faculty, the evaluation completed while employed as a temporary contract faculty will be counted in the evaluation process as defined in Article 17.4.1.
    • 17.4.4.2 A temporary contract faculty hired in accordance with Education Code 87470 in a categorically funded position will be evaluated in accordance with the evaluation process as defined in Article 17.4.1.
    • 17.4.4.3 When an adjunct faculty accepts a temporary contract assignment for a specified period, i.e., one (1) semester or one (1) year period, the evaluation process will continue as in 17.4.3 for adjunct faculty.
  • 17.4.5 If a faculty member is recommended for re-evaluation the following semester, the re-evaluation in the evaluation cycle will be additional to the processes as defined in 17.4.1, 17.4.2 and 17.4.3.
  • 17.4.6 Categorically funded contract faculty shall be evaluated in their first (1st), second (2nd), and third (3rd) semesters, once in their third (3rd) year, once in their fourth (4th) year, and once every three (3) years thereafter, except as provided in 17.6.9 and 17.6.10.
  • 17.4.7 Program Chairs shall be evaluated on the performance of their duties and responsibilities during the second (2nd) semester as Program Chair. Subsequent evaluations as Program Chair shall follow the faculty evaluation schedule as provided in Article 17 (Refer to Appendix GG).
  • 17.4.8 Academic Specialist Directors (ASD)
    • 17.4.8.1 Academic Specialist Directors hired through the faculty search and selection process to direct shall be evaluated according to the evaluation procedures in Article 17.6 and 17.7.
    • 17.4.8.2 Academic Specialist Directors selected from faculty, whose primary duties are to direct a program or service, will be evaluated on their duties as an ASD during the second semester. An additional evaluation of the Academic Specialist Director may be requested by the appropriate administrator or the Academic Specialist Director during the 4th, 6th and/or 8th semester.
• 17.5 Procedural Timelines
  In order to fulfill the purpose of this Article, probationary faculty and adjunct faculty shall be evaluated according to the scheduled times set forth below. Whenever possible, the same schedule shall also apply to regular faculty in the semester in which they are being evaluated. Failure to meet a deadline in the schedule in Article 17.6, 17.7 and 17.8 shall not invalidate an evaluation so long as the entire evaluation proceeds on a reasonable time schedule and is completed for contract probationary faculty, regular tenured faculty, and temporary contract faculty by six (6) days before the end of the semester the evaluation was begun, and for adjunct faculty by the last day of the semester the evaluation was begun. All unit members being evaluated in a particular semester shall be notified by the appropriate administrator or designee by the end of the third (3rd) week of that semester. The team should be constituted by the fifth (5th) week of the semester. The final evaluation shall be completed, and signed by six (6) days before the end of the semester for contract probationary faculty, regular tenured faculty, and temporary contract faculty, and by the end of the semester for adjunct faculty. No faculty member shall both evaluate and be evaluated by the same faculty member in the same semester.
• 17.6 Procedure - Contract Probationary Faculty
  The procedure described below, including peer, student, self, and administrative evaluation shall culminate with a final written evaluation signed by the appropriate administrator. Evaluations shall be conducted in confidence and according to the Tenure Committee Code of Conduct (Appendix Y).
  • 17.6.1 Evaluation team:
    • 17.6.1.1 Each contract probationary faculty member shall be evaluated in his or her first (1st), second (2nd), and third (3rd) semesters by the following team:
      • 17.6.1.1.1 One (1) faculty member selected by the evaluatee.
      • 17.6.1.1.2 A second faculty team member shall be selected by the appropriate administrator from a list of three (3) or more division members submitted by the evaluatee.
      • 17.6.1.1.3 The appropriate administrator shall chair the team. The appropriate administrator may select another administrator to serve as his/her designee.
      • 17.6.1.1.4 It is a priority consideration that the team include at least one (1) team member within the discipline or field of the evaluatee whenever possible.
    • 17.6.1.2 Each contract probationary faculty member shall be evaluated in his/her third (3rd) year and in the fall semester of his/her fourth (4th) year, except as provided by 17.6.9 and 17.6.10 herein, by the following team:
      • 17.6.1.2.1 One (1) faculty member selected by the evaluatee.
      • 17.6.1.2.2 A second faculty team member may be selected by the appropriate administrator from a list of three (3) or more division members submitted by the evaluatee.
      • 17.6.1.2.3 The appropriate administrator shall chair the team. The appropriate administrator may select another administrator to serve as his/her designee.
      • 17.6.1.2.4 It is a priority consideration that the team include at least one (1) team member within the discipline or field of the evaluatee whenever possible.
  • 17.6.2 By the end of the third (3rd) week of each semester those contract probationary faculty who are to be evaluated that semester will be given a Notification of Evaluation form (Appendix J). The evaluatee shall complete the form by the end of the fourth (4th) week of the semester and in so doing designate her/his choice for the evaluation team.
  • 17.6.3 The evaluation team shall be constituted and the evaluatee shall be notified of the team composition by the end of the fifth (5th) week. Should the choices of the evaluatee for the team, and/or all of her/his candidates be unable to serve, the appropriate administrator shall notify the evaluatee and s/he shall submit within six (6) working days the names of other candidates. If none of these candidates is able to serve, the appropriate administrator shall appoint the team. The appropriate administrator shall form a new team as outlined above in a timely way, and notify the evaluatee.
  • 17.6.4 Team Procedures
    • 17.6.4.1 In the first semester of employment, the evaluation team chair for the contract probationary faculty member shall meet with the evaluatee to discuss the purpose, criteria, procedures, timelines, and forms for the evaluation.
    • 17.6.4.2 In the case where suggested improvements were made in the previous evaluation or at the request of the evaluatee or the administrator, the appropriate administrator shall provide copies of the previous evaluation to the team members.
    • 17.6.4.3 At least one (1) day prior to the classroom observation, the evaluatee shall submit the following:
      • 1. Materials related to the observation shall be submitted to the team member(s) observing the class. Materials shall include a course schedule, syllabus, assessment materials, assignments, an example of student handouts, and any other material the evaluatee chooses to include. This does not apply to counselors and other academic specialists.
      • 2. Faculty Self-Evaluation
        A completed self-evaluation form shall be submitted to the team chair. The Cabrillo College Self-Evaluation Form (Appendix L) will be available on the campus website and through Division Offices.
  • 17.6.5 Classroom/Worksite Observation
    • 17.6.5.1 The class or worksite observations shall occur after at least one (1) week's prior notice. Each evaluator shall make at least one (1) class or worksite observation and complete the appropriate evaluation form (Appendix N). Class/worksite may include a mediated learning environment. The criteria in section 17.3 shall be considered in writing the evaluation. Evaluators will observe different class sections or courses, when possible.
    • 17.6.5.2 In the case of academic specialists, worksite observations shall occur in classes, in group sessions, or activities relevant to the assignment. Probationary counselors may be evaluated in academic counseling sessions.
    • 17.6.5.3 Within two (2) weeks after the worksite or class observation, the evaluator will review and discuss the completed observation form with the evaluatee. After this occurs, the evaluator shall forward the completed observation form to the appropriate administrator for use in the final evaluation.
  • 17.6.6 Student Evaluations
    • 17.6.6.1 At a time agreed to by the evaluatee and the administrator, student evaluation forms shall be distributed and collected by the evaluator(s) or designee in at least two (2) of the classes of the evaluatee. In order to maintain student confidentiality, the student evaluation documents will not be returned to the instructor until the submission of grades.
    • 17.6.6.2 Academic staff not assigned to classroom teaching shall distribute the appropriate forms to their students over the two (2) week period of evaluation. The appropriate administrator shall be responsible for the collection of the forms. The collected forms shall be submitted to the evaluation team by the administrator.
    • 17.6.6.3 Each evaluator or designee may review student evaluations of the class observed before forwarding them to the appropriate administrator or, if there is a question, at the time of signing the final evaluation. Student confidentiality must be maintained by each evaluator, but the substance of student evaluations may be included in the content of the Classroom or Worksite Observation/Evaluation form (Appendix N).
    • 17.6.6.4 In the event that the evaluatee questions the content of the summary of the student evaluations contained in the final evaluation, an impartial committee consisting of an administrator selected by the appropriate administrator and a faculty member selected by the evaluatee, may review the student evaluations and provide a separate summary of them, which will become part of the evaluation records. The confidentiality of the process shall be maintained at all times.
  • 17.6.7 Final Written Evaluation for Probationary Faculty
    • 17.6.7.1 The administrator is responsible for preparing a draft evaluation according to criteria in 17.3. The draft evaluation is to reflect the information gathered throughout the process including classroom/worksite observations, student evaluations, and materials listed in 17.6.4.3 and the administrator's assessment of the evaluatee's performance. Documented/investigated complaints, concerns, or recommendations that have been previously shared with the employee in a timely manner, and are deemed by the administrator to have merit, may be included in the draft evaluation. Additional information from the contract probationary instructor may be requested. If in the judgment of the team, the work of the evaluatee is less than satisfactory, the team may recommend to the appropriate administrator (1) reevaluation the following semester, (2) an administrative evaluation, or (3) non-reemployment. Upon receiving direction from the evaluation team, the administrator shall modify the draft as necessary to create a final written evaluation according to the criteria listed in 17.3. The team members shall review and sign off on the final evaluation. If a team member does not agree with the final written evaluation, within six (6) working days, the team member may submit a written response to the evaluation, which shall be attached to it. This team member's written response shall not be reviewed by other faculty team members but shall be reviewed by the evaluatee and the appropriate administrator.
      • 17.6.7.1.1 Probationary Faculty: At least six (6) working days before the end of the semester, the appropriate administrator shall then meet with the evaluatee to discuss all matters pertinent to her/his evaluation. The evaluatee may bring any relevant materials s/he chooses. At the option of the evaluatee, or any member of the team, the entire team may be convened to discuss the final evaluation. Within six (6) days of receipt of the final evaluation, the evaluatee may submit a written response to the evaluation, which shall be attached to it.
      • 17.6.7.1.2 Adjunct Faculty: By the end of the semester, the appropriate administrator shall then meet with the evaluatee to discuss all matters pertinent to her/his evaluation. The evaluatee may bring any relevant materials s/he chooses. At the option of the evaluatee, or any member of the team, the entire team may be convened to discuss the evaluation. Within twenty (20) days of receipt of the final evaluation, the evaluatee may submit a written response to the evaluation which shall be attached to it. Day is defined as any day when the college is open for business, excluding Saturdays.
    • 17.6.7.2 In the event that the evaluatee questions the content of the summary of the student evaluations contained in the final evaluation, an impartial committee consisting of an administrator selected by the appropriate administrator and a faculty member selected by the evaluatee may review the student evaluations and provide a separate summary of them which will become part of the evaluation records. The confidentiality of the process shall be maintained at all times.
  • 17.6.8 Recommendations Based on Final Evaluation of Probationary Faculty
    If in the judgment of the appropriate administrator, the work of the contract probationary faculty member is less than satisfactory, the administrator shall recommend to the appropriate Vice President, or designee either a (1) reevaluation the following semester at the division level, (2) an administrative evaluation, or (3) non-reemployment. The appropriate Vice President shall review information gathered in the evaluation process and recommend to the Superintendent/President employment or non-reemployment of the evaluatee. The final written evaluation and attachments shall be placed in the instructor's personnel file. Copies of all materials shall be returned to the instructor. The Superintendent/President shall make a final recommendation to the Governing Board. In the event that the recommendation of the Superintendent/President differs from the recommendation of the evaluation team or the appropriate administrator, the Superintendent/President shall meet with the evaluation team before making a recommendation to the Governing Board.
    • 17.6.8.1 The length of a contract for probationary faculty is governed by sections 87608-87609 of the Education Code.
  • 17.6.9 Division Reevaluation of Probationary Faculty
    • 17.6.9.1 If the final written evaluation includes the recommendation that the faculty member be reevaluated at the division level, the appropriate administrator shall by the end of the fifth (5th) week of the semester following the first evaluation, constitute a new evaluation team according to the procedure in 17.6 above. The new team may have the same members as the first (1st) team. Evaluation materials from the previous evaluation shall be made available to the team.
    • 17.6.9.2 The evaluation process as outlined in 17.6 of this Article shall be followed in the reevaluation. Materials gathered in the first evaluation may be used for the reevaluation process.
    • 17.6.9.3 If remediation is required, the appropriate administrator shall provide a written remediation plan with specifications and timelines to be performed before the next evaluation. The appropriate administrator shall constructively work with the evaluatee to encourage improvement. The techniques involved shall include consultation, and may include class observations, literature review, arrangement for updating of discipline content expertise, and any other activities deemed appropriate.
  • 17.6.10 Administrative Evaluation for Probationary Faculty
    • 17.6.10.1 Should the final written evaluation (17.6.7) include a recommendation for administrative evaluation, the appropriate Vice President shall review and consider all of the components of the evaluation, as well as documented input from others that has been shared with the evaluatee. The appropriate Vice President may designate an academic employee of the District to perform this review. S/he or the designee may, after prior notification, meet with the evaluatee and/or observe one (1) or more classes conducted by the evaluatee.
    • 17.6.10.2 After consideration of the information gathered in 17.6.10.1, the appropriate Vice President, or her/his designee, shall prepare a written administrative evaluation. If, in the judgment of the appropriate Vice President, or her/his designee, the work of the evaluatee is less than satisfactory, s/he shall recommend either a (1) reevaluation the following semester at the division level, or (2) another administrative evaluation, or (3) non-reemployment.
    • 17.6.10.3 The appropriate Vice President, or her/his designee, shall meet with the evaluatee and present the administrative evaluation. The evaluatee shall acknowledge by signature that s/he has reviewed the document. Within six (6) working days, the evaluatee may submit a written response to the evaluation, which shall be attached to it. If the evaluatee receives a satisfactory evaluation, all materials except the written administrative evaluation shall be returned to the evaluatee.
    • 17.6.10.4 If remediation is required, the appropriate administrator shall provide a written remediation plan with specific actions and timelines to be performed before the next evaluation. The appropriate administrator shall constructively work with the evaluatee to encourage improvement. The techniques involved shall include consultation, and may include class observations, literature review, arrangement for updating of discipline content expertise, and any other activities deemed appropriate.
  • 17.6.11 Tenure Recommendation
    • 17.6.11.1 If the fourth (4th) year final written evaluation of a contract probationary faculty member indicates satisfactory performance, the granting of tenure shall be recommended by the administrator to the appropriate Vice President.
    • 17.6.11.2 Under extraordinary circumstances, tenure may be granted after the first (1st), second (2nd), or third (3rd) probationary year upon agreement of the Superintendent/President and the Faculty Senate if the Governing Board approves of the decision to grant tenure.
      Criteria for granting early tenure:
      • 1. Teaching excellence as demonstrated by:
        • a. Meeting all criteria outlined in Article 17.3 of the contract,
        • b. Curriculum and/or program development, and
        • c. Significant work on active college governance committees
      • OR
      • 2. Excellence as demonstrated by "1.a" above plus eminence in the field as demonstrated by national or international impact on the subject area as demonstrated by performances, shows, invitations to present or perform at or participate in round table discussions at national or international conferences, or noteworthy publications.
    • If the evaluation team makes a recommendation for early tenure, the appropriate Vice President will use these criteria to forward the recommendation to the Superintendent/President and the Faculty Senate.
• 17.7 Procedure - Regular Tenured Faculty
  The procedure described below, including peer, student, self, and administrative evaluation shall culminate with a final written evaluation signed by the appropriate administrator.
  • 17.7.1 Each regular tenured faculty member shall be evaluated by a team consisting of no less than two (2) academic staff including the appropriate administrator or her/his designee, who shall chair the team. If a designee is used, the designee must be an administrator. The evaluatee shall select the other team faculty member. At the option of the evaluatee or the appropriate administrator, a third (3rd) team member may be jointly selected by the appropriate administrator and the evaluatee. The team shall contain at least one (1) person within the discipline or field of the evaluatee, whenever possible. The evaluation team shall have no more than three (3) members and shall conduct its evaluation in confidence and according to the Tenure Committee Code of Conduct (Appendix Y).
  • 17.7.2 By the end of the third (3rd) week of each semester, those regular tenured faculty who are to be evaluated that semester will be given a Notification of Evaluation form (Appendix J). The evaluatee shall complete the form by the end of the fourth (4th) week of the semester and in so doing designate her/his choice for the evaluation team.
  • 17.7.3 The team shall be constituted and the evaluatee shall be notified of the team composition by the end of the fifth (5th) week. Should the team choices of the evaluatee be unable to serve, the appropriate administrator shall notify the evaluatee and s/he shall submit within six (6) working days the names of other candidates. If none of these candidates is able to serve, the appropriate administrator shall appoint the team. The appropriate administrator shall form a new team as outlined above in a timely way, and notify the evaluatee.
  • 17.7.4 Team Procedures for Regular Faculty
    • 17.7.4.1 The evaluation team chair shall provide the evaluatee with information regarding the purpose, criteria, procedures, timelines, and forms for the evaluation. Within six (6) working days of receiving the evaluation notice, the faculty member may request a meeting with the team chair and/or the team to clarify the evaluation process.
    • 17.7.4.2 In the case where suggested improvements were made in the previous evaluation or at the option of the evaluatee or the administrator, the appropriate administrator shall provide copies of the previous evaluation to the team members.
    • 17.7.4.3 At least one (1) day prior to the classroom observation, the evaluatee shall submit to the evaluation team chair the following:
      • 1. Materials related to the observation shall be submitted to the team member(s) observing the class. Materials shall include a course schedule, syllabus, assessment materials, assignments, an example of student handouts, and any other material the evaluatee chooses to include. This does not apply to counselors and other academic specialists.
      • 2. Faculty Self-Evaluation
        A completed self-evaluation form shall be submitted to the team chair. The Cabrillo College Self-Evaluation Form (Appendix L) will be available on the campus website and through Division Offices.
  • 17.7.5 Classroom/Worksite Observation
    • 17.7.5.1 The class or worksite observations shall occur after at least one week's prior notice. Each evaluator shall make at least one (1) class or worksite observation and complete the appropriate evaluation form (Appendix N) and return to the appropriate administrator. Class/worksite may include a mediated learning environment. The criteria in section 17.3 shall be considered in writing the evaluation. Evaluators will observe different class sections or courses, when possible.
    • 17.7.5.2 In the case of counselors and other academic specialists, worksite observations shall occur in classes, in group sessions, or activities relevant to the assignment. Counselors may be evaluated in academic counseling sessions.
    • 17.7.5.3 Within two (2) weeks after the worksite or class observation, evaluator will review and discuss the completed observation form with the evaluatee and discuss it. After this occurs, the evaluator shall forward the completed observation form to the appropriate administrator for use in final evaluation
  • 17.7.6 Student Evaluations
    • 17.7.6.1 At a time agreed to by the evaluatee and the administrator, student evaluation forms shall be distributed and collected by the evaluator(s) or designee in at least two (2) of the classes of the evaluatee. In order to maintain student confidentiality, the student evaluation documents will not be returned to the instructor until the submission of grades.
    • 17.7.6.2 Academic staff not assigned to classroom teaching shall distribute the appropriate forms to their students over the two (2) week period of evaluation. The appropriate administrator shall be responsible for the collection of the forms. The administrator shall submit the collected forms to the evaluation team.
    • 17.7.6.3 Each evaluator or designee may review student evaluations of the class observed before forwarding them to the appropriate administrator or, if there is a question, at the time of signing the final evaluation. Student confidentiality must be maintained by each evaluator, but the substance of student evaluations may be included in the content of the Classroom or Worksite Observation/Evaluation form (Appendix N).
    • 17.7.6.4 In the event that the evaluatee questions the content of the summary of the student evaluations contained in the final evaluation, an impartial committee consisting of an administrator selected by the appropriate administrator and a faculty member selected by the evaluatee, may review the student evaluations and provide a separate summary of them, which will become part of the evaluation records. The confidentiality of the process shall be maintained at all times.
  • 17.7.7 Final Written Evaluation for Regular Faculty
    • 17.7.7.1 Regular Faculty
      The administrator is responsible for preparing a draft evaluation according to criteria in 17.3. The draft evaluation is to reflect the information gathered throughout the process including classroom/worksite observations, student evaluations, and materials listed in 17.7.4.3 and the administrator's assessment of the evaluatee's performance. Documented/investigated complaints, concerns, or recommendations that have been previously shared with the employee in a timely manner, and are deemed by the administrator to have merit, may be included in the draft evaluation. Additional information from the evaluatee may be requested. If in the judgment of the team, the work of the evaluatee is less than satisfactory, the team may recommend to the appropriate administrator either (1) reevaluation the following semester, (2) an administrative evaluation, or (3) other necessary action. Upon receiving direction from the evaluation team, the administrator shall modify the draft as necessary to create a final written evaluation according to the criteria listed in 17.3. The team members shall review and sign off on the final evaluation. If a team member does not agree with the final written evaluation, within six (6) working days, the team member may submit a written response to the evaluation, which shall be attached to it. This team member's written response shall not be reviewed by other faculty team members but shall be reviewed by the evaluatee and the appropriate administrator. At least six (6) working days before the end of the semester, the appropriate administrator shall then meet with the evaluatee to discuss all matters pertinent to her/his evaluation. The evaluatee may bring any relevant materials s/he chooses. At the option of the evaluatee, or any member of the team, the entire team may be convened to discuss the final evaluation. Within six (6) working days of receipt of the final evaluation, the evaluatee may submit a written response to the evaluation, which shall be attached to it.
  • 17.7.8 Division Reevaluation
    • 17.7.8.1 If the final written evaluation includes the recommendation that the faculty member be reevaluated at the division level, the appropriate administrator shall by the end of the fifth (5th) week of the semester following that evaluation, constitute a new evaluation team according to the procedure in 17.7 above. The new team may have the same members as the first (1st) team. The previous final evaluation and any attachments shall be made available to the team.
    • 17.7.8.2 The evaluation process as outlined in 17.7 of this Article shall be followed in the reevaluation.
    • 17.7.8.3 If remediation is required, the appropriate administrator shall provide a written remediation plan with specific actions and timelines to be performed before the next evaluation. The appropriate administrator shall develop a plan for improvement and constructively work with the evaluatee to encourage improvement. The techniques involved shall include consultation, and may include class observations, literature review, arrangement for updating of discipline content expertise, and any other activities deemed appropriate.
  • 17.7.9 Administrative Evaluation of Regular Tenured Faculty
    • 17.7.9.1 Should the final written evaluation (17.7.7) include a recommendation for administrative evaluation, the appropriate Vice President shall review and consider all of the components of the evaluation, as well as documented input from others that has been shared with the evaluatee. The appropriate Vice President may designate an academic employee of the District to perform this review. S/he or the designee may, after prior notification, meet with the evaluatee and/or observe one or more classes conducted by the evaluatee.
    • 17.7.9.2 After consideration of the information gathered in 17.7.9.1, the appropriate Vice President, or her/his designee, shall prepare a written administrative evaluation. If, in the judgment of the appropriate Vice President, or her/his designee, the work of the evaluatee is less than satisfactory, s/he shall recommend either a reevaluation the following semester at the division level, or another administrative evaluation or other appropriate action.
    • 17.7.9.3 The appropriate Vice President, or her/his designee, shall meet with the evaluatee and present the administrative evaluation. The evaluatee shall acknowledge by signature that s/he has reviewed the document. Within six (6) working days, the evaluatee may submit a written response to the evaluation, which shall be attached to it and placed in the personnel file. If the evaluatee receives a satisfactory evaluation, all materials except the written administrative evaluation and attachments shall be returned to the evaluatee.
    • 17.7.9.4 If remediation is required, the appropriate administrator shall provide a written remediation plan with specifications and timelines to be performed before the next evaluation. It shall be the responsibility of the appropriate administrator to develop a plan for improvement and immediately work constructively with the evaluatee to encourage improvement. The techniques involved shall include consultation, and may include class observations, literature review, arrangement for updating of discipline content expertise, and any other activities deemed appropriate.
  • 17.7.10 Additional Evaluation of Regular Tenured Faculty (Note: this section was modified via a re-opener and ratified on October 27, 2008)
    
    • If, during the period between regularly scheduled evaluations of a regular faculty member, in the judgment of the appropriate administrator there is a significant, compelling, and new or escalating issue identified, the appropriate administrator may elect to follow the following process to initiate an additional evaluation:
      • (a)  inform the faculty member by written notice of her/his concerns and the reasons therefore;
      • (b)  within ten (10) working days of receipt of the written notice, the appropriate administrator shall schedule a meeting with the faculty member to discuss these concerns and opportunities for improvement;
      • (c)  provide the appropriate vice president a copy of the written notice containing his/her concern.  The appropriate vice president will confer with CCFT regarding the concerns. A committee of three CCFT officers will meet to review the case. The committee may seek input from the appropriate administrator if necessary. Information reviewed by the committee will remain confidential.
        If the appropriate vice president and the CCFT committee agree, then an additional off-cycle evaluation, following the process in Article 17.7, will commence with amended timelines.
      • (d)  depending on the outcome of the additional evaluation, another evaluation may occur the following semester according to Articles 17.7.8 and 17.7.9.
  • 17.7.11 Sixth (6th) Year Option
    Subsequent to the first post-tenure evaluation, provided that the previous post-tenure evaluations were satisfactory, the evaluatee may request a peer/self evaluation. This evaluation process follows the above process for regular faculty but does not include the classroom/worksite observation by the administrator. The administrator may deny the request. The administrator will write the final evaluation based on materials provided by the peer, self-evaluation, and other relevant information. This option may be selected no more than once every six (6) years.
• 17.8 Procedure - Adjunct Unit Members
  • 17.8.1 Adjunct unit members shall be evaluated by the appropriate administrator. A contract or regular faculty member with relevant discipline expertise (whenever possible) may be selected by the appropriate administrator to act as the evaluation team in 17.6 to conduct the classroom/worksite observation, collect the student evaluations, and complete the observation form. In addition, the materials detailed in section 17.6.4.3 shall be provided by the evaluatee to the evaluator. If a designee is selected, the appropriate administrator may elect to conduct an additional observation. The appropriate administrator shall write the final evaluation using the process of 17.6.
  • 17.8.2 Adjunct unit members may request in writing and receive an evaluation performed in accordance with the procedure outlined in 17.6.1 employing a team rather than a single individual acting as a team. This team may include the appropriate administrator and/or designee as in 17.8.1 and one academic staff selected by the evaluatee (refer to Appendix K). Absent a written request (refer to Appendix HH) by the end of the seventh (7th) week of the semester, the adjunct unit member shall be evaluated according to section 17.8.1.
  • 17.8.3 If, during the period between regularly scheduled evaluations of an adjunct member, the work of that member shall be determined, in the judgment of the appropriate administrator, to be less than satisfactory, that administrator may elect to follow the following process to initiate an evaluation:
    • (a) inform the adjunct member by written notice of her/his concerns and the reasons therefore;
    • (b) within ten (10) working days of receipt of the written notice, the appropriate administrator shall schedule a meeting with the adjunct member to discuss these concerns and opportunities for improvement;
    • (c) schedule an evaluation of the adjunct member before her/his next regularly-scheduled evaluation if, in the judgment of the administrator, sufficient improvement is not made.
• 17.9 Procedure - Temporary Contract Faculty
  • 17.9.1 Temporary contract faculty shall be evaluated each academic year as defined in 17.4.4 using the same procedures as probationary faculty according to sections 17.6.1 through 17.6.10.
• 17.10 Grievances of Evaluation
  Evaluation procedures may be subject to the grievance procedure in accordance with Article 12. The content of evaluations is not subject to the grievance procedure set forth in Article 12 except in the case of a decision not to grant tenure and in accordance with Education Code 87610.1 and 87611.
• 17.11 Access to Materials
  Nothing in this article is intended by the parties to waive, abrogate, or otherwise adversely affect the legal rights to access by faculty members to their personnel files, or the legal rights of access by the CCFT to materials related to evaluation which are necessary and relevant to the Union's duty to represent faculty members when disagreements arise over the implementation of the Article.

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