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MnSCU-IFO Master Agreement 1999-2001
ARTICLE 22
Professional Development and Evaluation
As the primary professionals in the teaching/learning process of the university, faculty place continuous emphasis on the development and improvement of their professional competence and productivity. Professional growth occurs in areas such as effective teaching, scholarly or creative activity, and active involvement in the university community and professional organizations. Faculty scholarship and current knowledge of the discipline, together with a desire to improve pedagogy, are instrumental to good teaching.
Section A. Purpose.
The purpose of professional development is to provide for continuing improvement in teaching, in other student interactions, in the quality of scholarly activity and other service to the university and community. The purpose of evaluation is to provide faculty with information which will contribute to their professional development. The evaluation processes are intended to be supportive of a faculty member's desire for continuing professional growth and academic excellence. This process contributes to various personnel activities and supports the interest of each faculty member to achieve continuing professional growth and to pursue the highest possible level of academic excellence.
Section B. Criteria.
The criteria shall include:
- Demonstrated ability to teach effectively and/or perform effectively in other current assignments.
- Scholarly or creative achievement or research.
- Evidence of continuing preparation and study.
- Contribution to student growth and development.
- Service to the university and community
For elaboration see Appendix G.
Section C. Schedule.
Faculty shall be evaluated and shall submit progress reports according to the following schedule:
| Appointment Type | Evaluation | Progress Reports |
|---|---|---|
| Fixed Term Faculty appointed to less than .75 FTE | None | None |
| Fixed Term Faculty appointed to .75 FTE or more | Annually | Annually |
| Community Faculty | None | None |
| Adjunct Faculty | None | None |
| Head Coaches | Annually | Annually |
| Assistant Coaches, appointments totaling .75 FTE or more | Annually | Annually |
| Assistant Coaches appointments totaling less than .75 FTE | None | None |
| Probationary Faculty appointed to .50 FTE or more | Annually | Annually |
| Tenured and Non Tenure Track Faculty (below rank of Full Professor) | Every four (4)years | Annually |
| Tenured and Non Tenure Track Full Professors | Every four (4) years | Summary report in year two (2) Full report in year four (4) |
Faculty members who, according to this Section, are scheduled for evaluation less frequently than every year may request more frequent evaluation.
Section D. Procedure.
After the local Association has been provided an opportunity to meet and confer concerning implementation of this procedure, the President shall set a schedule for the evaluation process.
Subd. 1. Professional Development Plans (PDP).
Each faculty member shall, after consultation with their immediate supervisor, prepare a professional development plan (PDP) for the period to be covered by the evaluation. The PDP shall include specific objectives, methods, and expected achievements in respect to the criteria in Section B. Faculty members may place different emphases on the various criteria so long as such emphases are consistent with department goals and university policy. For faculty with teaching assignments, the PDP shall include a process for student assessment.
When the plan is completed, the faculty member shall provide a copy of the plan to the department members through the department chairperson. Department members are encouraged to provide written comments on the plan to assist the faculty member in his/her professional development and, if applicable, provide guidance with respect to promotion and/or tenure. These written comments will be forwarded to the faculty member. The appropriate Dean, his/her administrative designee, or other appropriate supervisor shall comment on the plan. These written comments shall provide information to assist the faculty member in his/her professional development and, if applicable, provide guidance with respect to personnel decisions. Before commenting, the Dean, his/her administrative designee, or other appropriate supervisor may consult with the department chairperson and with other members of the department to determine how the plan relates to departmental goals and objectives. The faculty member shall have an opportunity to respond to these comments. Copies of the plan together with comments added shall be maintained as part of the faculty member's official personnel file.
Subd. 2. Schedule for Evaluation.
The President/designee shall establish a schedule for evaluation, consisting of time tables for: preparation of professional development plans, annual progress reports, the periodic evaluation and recommendations regarding non-renewal, tenure, and promotion. The local association shall be afforded the opportunity to meet and confer prior to implementation of this schedule. First year probationary faculty shall complete their plan by the end of fall term, and shall complete their progress report by the end of the spring term. The schedule of evaluation, including departmental review and comments, shall take place between the beginning of fall term and October 15 of the subsequent academic year. The Akita schedule shall be appropriate to its academic year.
Subd. 3. Progress Reports.
At the end of the evaluation period, the faculty member shall prepare a report and send it to the Dean, together with appropriate documentation describing progress made in respect to achieving his/her objectives as specified in his/her professional development plan. A copy of the report shall be sent to the department members through the department chairperson. Department members are encouraged to provide written comments on the report to assist the faculty member in his/her professional development and, if applicable, provide guidance with respect to promotion and/or tenure. These written comments will be forwarded to the faculty members. The faculty member will then meet with the Dean to discuss achievements made during the evaluation period. A written summary of the Dean's assessment of the faculty member's accomplishments in respect to his/her plan, as they relate to the criteria in Section B, together with suggestions to guide future professional development activities, and any upcoming application for tenure and/or promotion, shall then be sent to the faculty member and placed in the faculty member's official personnel file. If the faculty member fails to meet the deadline, the Dean shall inform the faculty member in writing that he/she has ten (10) days to comply.
If the faculty include student course assessments as part of their report, they shall be anonymous and identified only as to course/section. Any other student communications or evaluations submitted with the PDP report shall not be anonymous.
Copies of progress reports submitted by faculty pursuant to this Article shall be sent to the appropriate chairperson, to the faculty member's Dean, and to the faculty member's personnel file.
Section E. Post-Tenure Review.
For the purpose of maintaining and improving effectiveness, tenured faculty
members shall be evaluated and shall submit progress reports as described
in this Article.