Judgment of Compliance: The College certifies COMPLIANCE.
Narrative:
Wayne Community College has a formal employee appraisal process that calls for annual evaluation of the effectiveness of each faculty member. The faculty performance appraisal process includes information gathered from students, the faculty member, other faculty members, and the faculty member's supervisor. The complete process is outlined in the College Procedures Manual, Volume 2, Chapter 4: Performance Appraisal 02-0401, 02-0402, 02-0403 and 02-0107. There is no tenure at Wayne Community College nor in the North Carolina Community College System.
A new faculty member is considered to be on probationary appointment for the first nine months of employment and is appraised by the immediate supervisor at the end of the first, second, and third quarters of employment. Employees receiving an unsatisfactory performance appraisal may be placed on probationary employment status by the President for not less than a three-month period nor more than a twelve-month period. Employees placed on probation for a three-month period will be evaluated each 30-day period; employees placed on probation for more than a three-month period will be evaluated at least each 60-day period. At the end of the probation period, the President may remove the probationary status, continue the probationary status, or terminate the employee for failure to comply with the conditions of his/her probation.
All full-time faculty members are scheduled for Student Evaluation of Faculty and Instruction in at least two classes once per year. Supervisors use the data compiled from the student evaluations during the performance appraisal process. The mandated process for full-time faculty consists of an annual employee/supervisor review of the job description, supervisory evaluation, and joint evaluation and completion of the Performance Appraisal prior to June 1 of each year. Department heads evaluate individual faculty in their areas, division heads evaluate department heads, and the Vice President of Academic Affairs evaluates division heads. The annual Performance Appraisal summarizes the faculty member's efforts for the year on performance of assigned job functions and additional responsibilities, accomplishment of annual objectives, and professional development accomplishments. The review provides for narrative comments by the supervisor and employee. Results of these annual evaluations may serve as part of the documentation of faculty performance for personnel decisions. In addition, employees evaluate their immediate supervisor using the Supervisor Evaluation Process. This evaluation tool is used to assist supervisors in improving their management/leadership skills and provides additional input for their annual performance appraisal. The appropriate Division Head and the Vice President for Academic Affairs review all faculty members' evaluations. Completed evaluations are kept on file in the office of the Personnel Coordinator.
All part-time faculty members are evaluated once per semester for every course they are teaching. The evaluation process for adjunct instructors includes the Student Evaluation of Faculty and Instruction and an in-class observation by the immediate supervisor who uses the Evaluation of Part-time Faculty evaluation form located in the 2004-2005 Handbook for Adjunct Curriculum Instructors. Part-time faculty members are provided in their orientation session a Handbook for Adjunct Curriculum Instructors that outlines college-wide policies and procedures, including faculty evaluation procedures. Immediate supervisors present the evaluation results to each part-time instructor. The results of these evaluations serve as part of the documentation for future employment. Instructors who teach on-line (distance education) courses are evaluated on each course they teach. Students use the Wayne Community College Online Course Evaluation (Link requires internet connection.) for this process.
The college revised the faculty evaluation forms in the 2003 - 2004 academic year based upon recommendations from the College Council/Faculty Affairs Committee. The revised forms, including the section on professional development objectives, will be implemented in the 2004 – 2005 academic year. The Faculty Affairs Committee is currently revising the Student Evaluation of Faculty and Instruction instrument. Revisions should be completed by July 2005. The latest revision of the Performance Appraisal is designed to guide employees toward continuous improvement. For example, the new Performance Appraisal documents Professional Development activities as an on-going part of faculty evaluation, something that was missing in the previous performance appraisal.
