WIU/UPI Agreement 2007-2011

Article 33: Evaluation And Evaluation Criteria
Unit B

The University is responsible for evaluating the performance of employees. The purposes of evaluation are to judge the degree of effectiveness of an employee’s performance, to identify areas of strength and weakness, and to improve employee performance. Additionally, it shall provide a basis for the University President and the Board to make personnel decisions, as appropriate.

33.1. Evaluation Procedures for Associate Faculty

  1. No Associate Faculty member shall be evaluated until she or he has completed one full semester of service at the University as an Associate Faculty member.
  2. An evaluation of Associate Faculty shall consist of a review of the following by the department chair and the dean:
    1. Student course evaluations of all courses taught, as well as documentation of any other Teaching/Primary Duties
    2. Any materials required by the Department Criteria in the area of Teaching/ Primary Duties
    3. Any materials the employee submits as evidence of the effectiveness of her or his Teaching/Primary Duties
    4. Any materials the employee chooses to submit showing involvement in Scholarly/Professional Activities and Service Activities
    5. Materials in the employee’s personnel file
    6. Additional documentation of the evaluation shall be sent to the employee.
    1. Following review of the documents, the department chair and the dean shall each write an evaluation of the employee’s Teaching/Primary Duties. The evaluations shall state whether the employee’s degree of effectiveness in Teaching/Primary Duties has been unsatisfactory, satisfactory, or highly effective, with the reference to the performance standards specified in the appropriate Department Criteria. A copy of the evaluation shall be sent to the employee.
    2. If an employee’s performance is judged unsatisfactory, the department chair and/or dean, as appropriate, shall provide written reasons, based on the statement of Department Criteria. The employee may forward the decision of the department chair and/or dean for review by an Associate Faculty Appeals Committee.
      The Associate Faculty Appeals Committee shall be composed of three bargaining unit members from Unit A and/or Unit B: one member selected by the employee, one member selected by the department chair, and the third selected by the first two members selected. The recommendations of the department chair and/or dean and the Associate Faculty Appeals Committee, if applicable, and the materials submitted by the employee shall be forwarded to the appropriate vice president for final review and evaluation.
    3. A copy of the evaluation shall be sent to the employee. The employee may attach a written response to the evaluation statements for inclusion in her or his personnel file.
  4. Promotion
    1. Associate Faculty who meet Department Criteria may apply for promotion to Assistant Professor. To be promoted to Assistant Professor, an Associate Faculty member should have a professional record comparable to those who would be seriously considered for employment if a Unit A Assistant Professor vacancy were to be advertised. Specific criteria for promotion to Assistant Professor should be included in the Department Criteria under an Article designated “Unit B: Associate Faculty Promotion to Assistant Professor.” This promotion will be recognized by a Unit B Associate Faculty salary lane. Such promotion does not move the promoted member to Unit A.
    2. Associate Faculty in their ninth year of service who have received highly effective ratings in the last three years will achieve Senior Associate Faculty status. This status will be recognized by a salary lane.
    3. Associate Faculty receiving “satisfactory” ratings will be evaluated every year. Associate Faculty promoted to Senior Associate Faculty status will be evaluated every three years as long as they maintain a highly effective rating. A Senior Associate Faculty member who receives a satisfactory rating will be evaluated annually until receiving a highly effective rating, at which time they return to the three-year evaluation cycle.

33.2. Evaluation Procedures for Academic Support Professionals

  1. Each employee will have an approved job description identifying priorities and performance expectations and a description of the materials and methods, signed by the employee, which will be used to evaluate the employee’s performance. Any permanent change in period of appointment, reorganization, or change in supervisor will necessitate a review of the job description and description of materials and methods used to evaluate employee performance, within 30 days after the change, to ensure that the Academic Support Professional understands the evaluation procedure used by her or his supervisor.
  2. The employee shall receive a copy of the approved job description and description of materials and methods which will be used to evaluate the employee’s performance. This description shall be reviewed annually by the employee and her or his supervisor at the time specified in the University timetable. Any suggested modifications in the materials and methods of evaluation resulting from the annual review by the employee and her or his supervisor shall be submitted to the appropriate administrator (i.e., dean, Assistant/Associate Vice President, etc.) for review. The appropriate administrator shall then send the evaluation modifications and her or his recommendations to the appropriate vice president for approval by the date specified in the University timetable and a copy shall be provided to the employee and to the Union Chapter President. The Academic Support Professional may attach a statement to the modifications before they are forwarded to the appropriate administrator and vice president. The appropriate vice president’s written response shall be sent to the employee and the employee’s supervisor within 15 days of receipt of the request, and a copy shall be provided to the Union Chapter President.
  3. Each Academic Support Professional shall receive an annual written evaluation from her or his supervisor in accordance with the approved job description as well as a description of materials and methods to be used in evaluating the employee’s performance. Evaluation shall be based on the job description. Evaluative input, where feasible and appropriate, should be obtained from individuals with whom the employee works (e.g., students, peers, clients).
  4. The employee shall have two days to review and sign the evaluation, indicating that she or he has seen and read it. An employee who disagrees with the evaluation may have an additional five work days to attach a written statement. Copies of the signed evaluation shall be provided to the employee and, with any written responses by the employee, placed in the employee’s personnel file.
  5. Materials used in evaluation shall be in accordance with the approved job description and the description of materials and methods of evaluation. These shall consist of materials
    1. submitted by the employee;
    2. referred to in the employee’s supporting materials requested in accordance with Article 33.2.c. above;
    3. gathered by the supervisor or employee to include the input of students, peers, or clients about the employee’s performance based on assigned responsibilities; and
    4. in the employee’s personnel file, except for confidential materials submitted in connection with the employee’s initial appointment.