Comprehensive Standards 3.7.2
The institution regularly evaluates the effectiveness of each faculty member in accord with published criteria, regardless of contractual or tenured status. (Faculty)
Cape Fear Community College (CFCC) is in compliance with this comprehensive standard. The college has published and documented processes and instruments for evaluating effectiveness of all faculty members including consideration of student complaints, class visitations, student evaluations of instructors, and comparisons of student success rates.
Cape Fear Community College employees are evaluated by his or her supervisor on an annual basis according to criteria specified in the CFCC Faculty and Staff Handbook:
“All employees are to be evaluated. Part-time, temporary, or less than 9-month employees shall be evaluated at the end of their initial term of employment, and, if employment is continued, annually thereafter. Full-time personnel shall also be evaluated at least annually. Self-evaluation, peer review, supervisor review, and dean or director review are methods that may be used for evaluation.” (Employee Evaluations).
The CFCC Faculty and Staff Handbook also specifically addresses the criteria for faculty evaluations:
“Since continued employment and salary increases are contingent upon job performance, professional improvement, and assigned responsibilities other than teaching, any faculty evaluation will concentrate on these criteria. The administrative staff and academic supervisors, who are in a position to make evaluative judgments, and who have occasion to observe to what degree instructors meet these criteria, make recommendations to the President for merit pay and continued employment considerations. Visits to the classroom, laboratory, or shop by appropriate supervisors are an integral part of faculty evaluation. The purpose of such visits is the observation of the teaching-learning process in the particular setting” (Evaluation of Faculty)
The CFCC faculty performance appraisal form has been in use for three years (Performance Appraisal Form) and considers factors such as quality of instruction, performance of related instructional responsibilities, professional development, initiative, planning and management abilities, teamwork and also contains a merit pay recommendation. The form also mandates a process whereby the faculty member provides pertinent information for the evaluation to his or her supervisor as well as a review at least one level above the supervisor. Because some of the full-time faculty evaluative factors do not pertain to part-time or adjunct faculty, each department has developed its own evaluation system for part-time faculty, a sample of which is attached (Adjunct Faculty Evaluation).
Samples of actual evaluations with names protected are attached for review (Sample FT Faculty Evaluation) (Sample Part Time Evaluation).
Department chairs use a variety of methods to evaluate full and part-time faculty performance. Adult students are not reluctant to share their feelings when they are unhappy with a faculty member so the chair obviously considers student complaints. Another method, mentioned in the above quote from the CFCC Faculty and Staff Handbook, is classroom visitation by supervisors and peers. Students are also given the opportunity to rate the content, quality and effectiveness of the course and the quality and effectiveness of the instructor (Vocational Technical Program Course Evaluations), (College Transfer Course Evaluations). Student evaluations are conducted annually for full-time and each semester for part-time faculty. Results of student evaluations are shared with each faculty member. Another evaluative method is the End of term Faculty Grade Analysis Report. This report tabulates student performance in each section of each course by instructor. The department chair can quickly determine how a faculty member’s class grade point average and student success rates measure against his or her peers. This report is distributed to deans and department chairs at the end of each term and shared with individual instructors as appropriate.