Article 27 - Review and Evaluation

Feb 27, 2006 2:10 PM

1. It is Management’s responsibility to provide Faculty Members with appraisals of their work on a timely basis, and to assist Faculty in improving their performance and in growing professionally. The parties have agreed to an Annual Review program to review and evaluate Faculty.
2. Prior to their employment at the School, applicants for Faculty positions shall be referred to a screening committee composed of an equal number of Faculty and Management who shall provide an evaluation of a candidate’s teaching and technical skills. The committee shall be made up of up to three program-specific Faculty Members appointed to serve by the Union who shall rotate depending on the candidate’s field, and up to three representatives of Management. Management shall make available to members of the screening committee documentation that the applicant has met the minimum qualifications for the position, including qualifications required by the State of New York and the School’s accrediting bodies. Only candidates recommended by a majority of the committee members shall be eligible for immediate further employment consideration. In the event of a tie, the candidate may be permitted to schedule a future screening evaluation. The screening process shall take place four (4) times a year during twelfth week unless otherwise requested by Management
3. A Faculty Member who is scheduled to teach a particular course for the first time shall be assisted by a mentor who has taught the course satisfactorily, unless he/she has evidence of successfully teaching a comparable course. Appropriate time shall be provided both mentor and mentee for this purpose. For new courses the required mentoring shall be provided by a Faculty Member or an ADD qualified in the subject area, at the Employer’s reasonable discretion.
4. Management shall provide each newly hired Faculty Member, at the time he or she is hired, a written description of the AiNYC Assessment of Faculty Responsibilities and Faculty Observation forms. An evaluation of the new Faculty Member’s performance against those responsibilities shall be conducted within the first half of the new Faculty Member’s probationary period, and shall identify deficiencies, if any, as well as areas for improvement. A Faculty Member may request, or the Employer may require, a second evaluation including a second classroom observation. After completion of the probationary period Faculty Members shall be reviewed and evaluated annually in accordance with the prescribed Faculty review process as set forth below.
5. The primary purpose of the review is to further the professional growth of the individual Faculty Member by identifying his or her range of abilities (i.e. strengths and weaknesses) and to apply clearly understood criteria in a manner that will encourage professional development and improve classroom performance.
6. Reviewers must have at least three years of program-specific industry and/or teaching experience, and two years AiNYC or comparable experience, and training in the AiNYC review and evaluation system.
7. Faculty Members who experience problems in performance shall be promptly advised of such and given supervisory guidance, mentoring, and/or other appropriate assistance to improve their performance.
8. The Annual Review process at AiNYC will take place as follows:

a. Faculty Members will receive their Annual Reviews during their anniversary month (i.e. Faculty hired in October will receive their review in subsequent Octobers.)
b. Within the month preceding the Annual Review, on a mutually agreed upon date, the Supervisor, and/or an appropriately qualified Faculty Member selected by the Supervisor with approval by the Faculty Member will conduct an observation of the Faculty Member using the AiNYC Faculty Observation Form. The Faculty Member or the Supervisor may request an additional observation.
c. During the month preceding the review, the Faculty Members will complete their AiNYC Faculty Development Plan and forward it electronically to their Supervisor. In the case of continuing Faculty Members, they will complete the Development Plan and the Summary of the previous year and submit both to their Supervisor.
d. At the initial Annual Review meeting, the Supervisor, reviewing the Faculty Member’s academic transcripts, will also complete the Credential Assessment form and review and discuss it with the Faculty Member as the basis for completing the Faculty Development Plan.
e. In advance of the Annual Review meeting, the Supervisor will complete the AiNYC Assessment of Faculty Responsibility Form; the Faculty Member may write a self-assessment to be submitted as part of the Annual Review.
f.. During the Annual Review meeting, the Supervisor and Faculty Member will discuss and review the AiNYC Assessment of Faculty Responsibility Form. They will discuss and review the Faculty Development Plan and Summary. The completed AiNYC Assessment of Faculty Responsibility Form will include the signatures of the Faculty Member, the Supervisor, and the Supervisor’s Supervisor, and is included in the Faculty Member’s personnel file.

1. A student evaluation shall be administered in a format agreed to by the parties. The information provided by the student evaluations will be shared with the parties. The student evaluation should reflect the student’s total school experience, of which the feedback concerning the course and the instruction is a part.