Full-Time Faculty Development and Evaluation Process Procedure

1. Purpose 

Loyalist College faculty development and evaluation process is designed, developed and administered as a partnership between faculty and their deans. 

Loyalist College is committed to the implementation of faculty development and a performance review process for all probationary and full-time faculty. The process is intended to support faculty in their teaching and learning strategies, professional growth, institutional effectiveness and program quality assurance. This process should support faculty in examining how their knowledge, skills and curriculum delivery strategies contribute to the high quality learning experiences available to our students.   

The faculty development and evaluation process at Loyalist includes three (3) critical sources of input: 

1. Self-reflection 
2. Student input gathered as feedback from the student learning experience survey 
3. Dean as direct supervisor of faculty who work at Loyalist 

2. Application  

This policy applies to all full-time, non-probationary and probationary faculty. 

3. Annual Faculty Development Self-Assessment Form Process 

The process for administering the annual faculty self-assessment form with full-time non-probationary faculty will usually be as follows: 

• 3.1 Faculty are given the self-assessment form at the beginning of the academic year and asked to fill out the first section which focuses on the faculty’s response to the results of the previous semester’s student learning experience survey, the Dean or Chair’s classroom visit and identifies areas of development with an action plan. 
• 3.2 Section 1 and 2 is to be completed and submitted to the Dean by September 30^th of each academic year. 
• 3.3 Faculty complete Section 3 of the self-assessment form which allows faculty to comment on the achievement of their goals over the course of the academic year. 
• 3.4 Section 2 is to be completed and submitted to the Dean by June 15^th of each academic year. 

4. Faculty Development and Evaluation Process 

The process for faculty development and evaluation with full-time non-probationary faculty will usually be as follows: 

• 4.1 Each full-time faculty member will meet at least once per year with their Dean to: 
• 4.1.1 Review the results of the student learning experience surveys within the context of the interpretation guide. 
  • 4.1.2 Review the annual faculty self-assessment form regarding the faculty member’s objectives/goals attained over the year 
  • 4.1.3 Discuss objectives/goals for the next year 
  • 4.1.4 Assess and document any internal and/or external support and resources which may be needed to help the faculty member achieve their goals. 
    • 4.1.4.1 This discussion should include new trends, reflection on the individual’s teaching practice, new knowledge gained about teaching, and areas that may require further development. The annual faculty self-assessment form also provides an excellent opportunity to document personal highlights (completion of academic credential or training requirements, participation/leadership in a community, professional activities, etc.) 

The process for faculty development and evaluation with full-time probationary faculty will usually be as follows: 

• 4.2 Each full-time probationary faculty member will have a class visit from the Dean each semester of their probationary period. The faculty member must arrange a mutually convenient date and provide the following one (1) week prior to the visit: 
  • 4.2.1 A lesson plan 
  • 4.2.2 A syllabus 
  • 4.2.3 Course outline 
• 4.3 Following the class visit, the faculty member will be required to attend a meeting with the Dean to discuss a written summary of the class visit. 
• 4.4 Each full-time probationary faculty member will meet at least once each semester of their probationary period with their Dean to: 
  • 4.4.1 Review the results of the student learning experience surveys 
  • 4.4.2 Review a brief self-reflection from the faculty member of objectives/goals attained over the past year. 
  • 4.4.3 Discuss objectives/goals for the next year. 
  • 4.4.4 Assess and document any internal and/or external support and resources which may be needed to help the faculty member achieve their goals. 
    • 4.4.4.1 The probationary period of an employee may be extended for up to one additional year if it is determined that the employee’s performance has not met expectations, as per the Collective Agreement (27.02 A 2). 

5. Record Keeping 

All documentation relating to a performance appraisal will be shown to the faculty, who will have an opportunity to add their views, before it is filed on the employee’s record, in accordance with the Collective Agreement (31.01). 

6. Related Documents or Links 

• Annual Faculty Development Self-Assessment Form 
• Classroom Visit Observation Guide 
• AOP 201 Code of Conduct: Academic Employees 
• AOP 214 Professional Development Opportunities 
• AOP 224 Evaluation of Student Performance 
• AOP 237 Student Learning Experience Survey 

References 

• Ontario Colleges of Applied Arts and Technology Academic Employees Collective Agreement