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ARTICLE 13 - EVALUATIONS
13.I
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 (I) 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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