V. Staff Evaluation:

A. Faculty members:
1. Schedule: as established by collective bargaining agreements and by college policy.
2. Method:
a. Faculty evaluations shall be conducted in a manner not to conflict with the collective bargaining agreement and the college administrative procedure manual.
b. Continuing faculty members shall be evaluated on an annual basis. These evaluations shall be arranged between the division chair and the individual faculty members, and shall be conducted by the division chair to satisfy requirements of collective bargaining agreements and college administrative procedures. These may include written self-evaluation, interview, or other methods.
c. Comprehensive evaluations as defined in the faculty contract shall be completed for faculty members in their probationary period, of those faculty members due for continuing contract renewal (as specified by collective bargaining agreements and college policy), and of part-time faculty members in their first term of employment in the Science Division.
d. Part-time faculty members shall be evaluated each term after their first term of employment in the Science Division. These evaluations shall be arranged and conducted in the same manner as annual periodic evaluations.
e. Faculty performance shall be evaluated in terms of how well the faculty member fulfills the faculty performance objectives specified in this manual, and in the faculty member's yearly goals and objectives.
3. Feedback: In the event of disagreement between the division chair and a faculty member about an evaluation, either the division chair or the faculty member may request and be granted a review of the evaluation by the SAC.

B. Support Staff:
1. Schedule: as established by collective bargaining agreements and by college policy.
2. Method:
a. Support staff shall be evaluated by the division chair in a manner not to conflict with the collective bargaining agreement and the college administrative procedure manual.
b. Support staff shall be evaluated on an annual basis. The evaluation shall be arranged between the division chair and the individual support staff member, and shall be conducted by the division chair to satisfy requirements of collective bargaining agreements and college administrative procedures. These may include written self-evaluation, interview, or other methods.

3. Feedback: in the event of disagreement between the division chair and a support staff member about an evaluation, either the division chair or the support staff member may request and be granted a review of the evaluation by the SAC.

C. Division chair:
1. Schedule:
a. For a newly installed division chair, an evaluation shall be made of his/her performance six (6) months after beginning in that position. If this schedule conflicts with other division business, the evaluation may be advanced or delayed up to one (1) month by majority vote of the eligible voting members of the division.
b. The division chair shall be evaluated annually before the end of each May.
2. Method:
a. SAC representatives shall create the evaluation instrument and shall coordinate the evaluation of the division chair after participation with the staff members they represent.
b. Administrative performance shall be evaluated in terms of how well the division chair fulfills the division chair performance objectives specified in this manual, and in the division chair's yearly goals and objectives.
3. Feedback:
a. The evaluation shall be kept in the workroom.
b. The division chair may ask for a review of his/her evaluation by the entire division in a division meeting.
4. Vote of confidence/no confidence
a. A formal vote of confidence/no confidence in the person occupying the position of division chair shall be taken on the 30th calendar day, or the first contracted working day following the 30th calendar day, from the time SAC receives any one of the following:
1) a written request for such a vote from the division chair.
2) a written request for such a vote from the appropriate vice president.
3) a petition for such a vote submitted by a division member, and which must be:
a) accompanied by a written statement outlining specific problems and/or grievances;
b) presented to SAC as information prior to being circulated for signatures;
c) subsequently signed by members representing not less than forty percent (40%) of the eligible votes in the division, then resubmitted to SAC.
b. Following any of the above requests, the division chair or a majority of the members of SAC may request within ten (10) working days that a special closed hearing be held. This hearing shall be convened within five (5) working days and shall be open to all eligible voting members of the division, the division chair, and guests invited by SAC or the division chair. The purpose of this hearing is to air, clarify, and attempt to resolve relevant issues.
c. From the time this hearing may be held to the expiration of the thirty-day (30) time limit (which may be extended only by a cast of the majority of eligible votes), the following options exist for further action:
1) the division chair may outline additional proceedings for the purpose of fact-finding and/or clarification of issues.
2) the division chair may terminate all proceedings and cancel the vote by resigning, effective at any time up to the end of the current fiscal year.
3) in the event the request for a vote of confidence/no confidence is by petition, the petitioners may terminate all proceedings by a simple majority of signers voting to withdraw the petition.
d. The appropriate vice president, together with at least two representatives (one faculty and one support staff member) nominated by SAC and approved by a majority of the eligible votes in the division shall issue, collect, and count the ballots. The question on the ballot shall be "Does the division staff support name to continue as division chair?" Responses shall be limited to "yes" and "no." A simple majority of eligible votes cast voting "no" is required for a vote of no confidence.