Article 13 - Evaluations
13.1 Purpose. The College and the employees agree
that the purposes of the evaluation procedure at Lane
Community College are:
13.1.1 To identify staff strengths and weaknesses.
13.1.2 To provide a basis for and assistance in
obtaining self-improvement.
13.1.3 To promote staff motivation toward
self-improvement.
13.1.4 To assist the College to improve continuously
its inservice training programs.
13.1.5 To provide a basis for recommendation regarding
promotion, retention, and nonretention.
13.2 Comprehensive Frequency. A comprehensive
evaluation will be carried out for (1) probationary
employees each year, and (2) all other employees at the
discretion of the College, except that no such employee
shall receive a comprehensive evaluation in more than two
(2) successive years.
13.3 Comprehensive Evaluation by Supervisor. The
comprehensive evaluation shall be carried out by the
employee and his/her supervisor(s).
13.4 Comprehensive Evaluation Procedures. The
comprehensive evaluation will consist of the following
procedures and shall he completed prior to March I of the
school year that the evaluation is to be conducted.
13.4.1 During the first term of the evaluation year,
the employee and supervisor shall meet to discuss the
professional goals, the kinds and sources of data that
will be necessary to conduct the evaluation, and the
manner by which the data are to be collected. The results
of this conference shall be reduced to writing.
13.4.2 A conference shall be held with the employee
and his/her supervisor to clarify any questions
concerning the data, to identify strengths and weaknesses
in the employee's performance, to suggest ways to enhance
the employee's effectiveness, to identify and discuss any
constraints faced by the employee and to suggest ways to
remove such constraints. Upon request of either the
employee or his/her supervisor, a mutually acceptable
third person may be selected to help interpret the
data.
13.4.3 The results of the evaluation conference shall
be reduced to writing and shall include a recommendation
from the employee's supervisor regarding promotion,
retention, and a performance rating.
13.4.4 The employee shall be provided a written copy
of the results of the evaluation conference and shall be
afforded the opportunity to respond in writing; or, if
the employee submits a timely request, he/she will be
granted a second evaluation conference. If the employee
chooses to respond, then he/she will be provided a
reasonable time to do so. The response will be attached
to the evaluation prior to the time it is placed in the
personnel file. In either event, the employee agrees to
sign the evaluation.
13.4.5 The Association shall be notified of any
employee that the College is placing on a Plan of
Assistance.
13.5 Annual Evaluation Conference. A performance
evaluation conference may be held annually for those
employees not receiving a comprehensive evaluation.
13.5.1 The purpose of this conference shall be to
discuss strengths and weaknesses of the employee and ways
of improving employee performance.
13.5.2 A summary of the conference shall be reduced to
writing. A copy shall be given to the employee and a copy
placed in the employee's personnel file.
13.5.3 Nonretention shall not be recommended for
contracted employees as a result of a performance
evaluation conference as provided by this section.
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