Morgan Community College

Evaluation of Full-Time Contractual Faculty

CP 3-27

Policy

All contractual faculty of Morgan Community College shall be evaluated annually for purposes of improvement of instruction, encouragement of professional growth and development, and for retention. (CP 3-25)

Procedure

This evaluation form has been developed following the criteria used in the MCC Pay for Performance Plan approved by the State Board for Community Colleges and Occupational Education. This draft form is intended to be piloted during the 1995-96 year with revisions to be made before the 1996-97 year.

A summary of the point system used in the MCC Pay for Performance Plan follows:

Annual Salary Adjustment

A. Teaching Effectiveness

1. Annual Work Plan 40

2. Supervisor Evaluation 15

3. Student Evaluation 15

Total 70 Points

B. Education/Training

15 Points

C. Professional Contributions/Accomplishments

15 Points

Total
100 Points

The most critical element of the evaluation process is the development of individual goals which include detailed steps toward achieving teaching effectiveness. Faculty goals should be based upon institutional and division goals. It is the responsibility of the individual faculty member to identify these detailed steps prior to the Annual Work Plan meeting (fall) with the Dean. The Dean and the faculty member must come to an agreement on the goals that will be implemented during the year. (Evaluation Form)

The Annual Evaluation meeting will take place at the end of the spring semester. The objectivity of the final evaluation will be influenced by the specific details of the goals established during the Annual Work Plan meeting with the Dean.

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