Annual Performance Evaluation

It is CCS’s goal to evaluate the performance of each full-time faculty member annually. The purpose of the evaluation is to provide the Department Chair and the faculty member an opportunity to review the faculty member’s work during the past year, to outline the strengths and weaknesses in the faculty member’s performance, to share concerns and criticisms, to lay out a plan for the faculty member’s work in the coming year, and generally to provide support, encouragement, and direction to the faculty member in the pursuit of excellence.

The annual performance evaluation procedure is as follows:

    1. Faculty are evaluated on the basis of the work of the academic year that is concluding, including how they have addressed the expectations articulated in the evaluation of the previous academic year. The evaluation is based on the criteria established in “Duties and Responsibilities of Full-Time Faculty” (section 3.7.6 of the Handbook).
    2. The evaluation process consists of a meeting of the faculty member with the Department Chair at which the following written materials are discussed:
      1. An annual report by the faculty member of his/her activities in the past year and plans for the coming year, including appropriate support materials, submitted to the Department Chair at least two weeks before the scheduled review.
      2. A written appraisal of the faculty member’s performance prepared by the Department Chair, taking into consideration the faculty member’s annual report. The Chair forwards his/her written appraisal to the faculty member at least a week before the scheduled review.
      3. Institutional student evaluations consistent with the form approved by the Faculty Assembly and College administration.
      4. Evidence of participation in College service activities (committee meetings, faculty assembly, etc.)
      5. Other relevant materials, including documentation of activities listed in section

      At the conclusion of the meeting, the Chair and faculty member sign the annual report and the Chair’s review, indicating that each party has seen and read each document, but not necessarily indicating agreement with the comments. The Department Chair and faculty member endeavor to complete this portion of the evaluation by June 1.

    3. The Department Chair should forward all documents pertaining to the evaluation to the appropriate Dean. The faculty member should receive copies of all documents sent to the Dean, including the summary. In the event that the faculty member disputes the evaluation, the faculty member and Chair should seek to resolve the disagreement. The faculty member may respond in writing to the review. The Chair may amend the annual appraisal in light of this discussion. If the disagreement cannot be resolved, the faculty member may ask, in writing, that the Dean review the evaluation and convene a meeting of the Chair and faculty member, after which the Dean will make a determination as to whether the evaluation should be modified. The Dean’s determination is final. However, the faculty member may bring to the Faculty Concerns Committee any grievances related to termination, contract non-renewal, or contract length reduction.
    4. From time to time, faculty members may teach in departments other than the department to which they are appointed. It is important, in developing a complete picture of the faculty member’s performance, that the annual evaluation cover performance in these classes as well. In such cases, the appropriate Dean should ask the Chair of the additional department to write an evaluation of the faculty member’s performance, and the additional Chair should first receive a copy of the faculty member’s annual report. This written evaluation should be submitted to the Dean, with a copy to the faculty member and the Chair of the faculty member’s principal department.
    5. The records of all faculty evaluations are maintained in confidential files in the Office of the Provost. The contents of the “faculty file” are described in section The Deans supervise the evaluation process and ensure that the procedures described in the handbook are followed. The Deans ensure that the integrity of the evaluation procedure is maintained.Each faculty member’s file includes an inventory of all materials in the file. It is the responsibility of the faculty member to ensure that the inventory of his/her file is accurate. The Provost establishes procedures for the maintenance and use of the faculty files, including who has access to them and for what purposes.