Article 11: Employee Evaluations

11.1

The primary purpose for employee evaluations shall be the improvement of performance.

11.2

Each employee shall have an annual written evaluation using a College approved format.  At will (trial period) employees will meet once per term with the Dean,   Acting Dean, or Associate Dean to discuss job performance.  This language shall not in any way prevent the College from exercising its right to terminate an at will employee.

11.3

Student evaluations will continue to be an element of employee evaluations. The faculty member shall review end of course student evaluations and where appropriate address any concerns. The Dean shall be responsible for assessing and determining the validity of student criticism.

11.4

Proficiency in the skills contained in CNM’s Framework for Faculty Development, that is referenced in Article 17. 4, will also be an element of employee evaluations. The accomplishment of the objectives listed in sub-articles 17.4a through 17.4e will be assessed by the Dean in collaboration with the faculty member to determine if the quality of instruction is improving learner success as outlined in CNM’s Strategic Plan.

11.4.1

CNM has built and implemented the aforementioned Framework to provide faculty with an in-house opportunity to become proficient in the skills referenced in Article 17.4 of this agreement, but the parties recognize that faculty may acquire these skills from a variety of Framework sources. A faculty member must demonstrate proficiency in these skills to the satisfaction of the Dean. But participation in CNM’s Framework remains voluntary.

11.5

If a supervisor identifies an employee behavior, which the supervisor determines to be in need of remediation and does not rise to the level of an issue that requires immediate attention, the observed behavior shall be discussed with the employee and if the problem is not remedied it will be submitted to the employee in writing. Problem behaviors could include, but are not limited to, consistently low scores in: student evaluations, student course success rates, and expectations referenced in Article 17.2 The supervisor may assist the employee in developing a solution to the problem and a reasonable time period for improvement to take place.  This provision shall not be interpreted in a manner, which prevents the College from taking disciplinary action against an employee.

11.5.1

Full-time faculty members can only fill leadership positions, become chairs, represent the school in other roles, or participate in optional professional development opportunities, if they apply and are officially selected, or if they are appointed. To be eligible, the faculty member must be in good standing. Determination of good standing and selection into positions of higher responsibility, is the exclusive determination of the College and is not subject to the grievance procedure or review. Full-time faculty who make application for one of the aforementioned opportunities but are not selected, may request a meeting with the Dean, or the Dean’s designee, to ask for a reason they were not selected, to prepare for future consideration.

11.6

Prior to the completion of any written evaluation, the supervisor shall offer a conference with the employee to discuss the employee's evaluation.

11.7

The employee may submit a written response to any evaluation. The response shall be attached to the evaluation.  If the response and any attachments is more than two pages, the employee must submit the material electronically.

11.8

The evaluation and supervision of employees shall be used only for legitimate business purposes.