EL PASO COMMUNITY COLLEGE PROCEDURE
For information, contact Institutional
Effectiveness: (915) 831-2614
3.07.02.10
Tenure Review and
Recommendations
APPROVED: April 8, 1983
REVISED: May 14, 2008
Year of last review: 2011
AUTHORIZING BOARD POLICY: 3.07.02
Designated Contact: Vice President of Instruction
OBJECTIVE:
To establish guidelines for recommending the granting of tenure to probationary faculty who have completed
five consecutive academic years of exemplary job performance and service to the College.
PROCEDURE:
I.
II.
Tenure Committee Charge
A.
The President will appoint the Tenure Committee based on the College Procedure on Committees
(2.01.01.14: Committees).
B.
The Tenure Committee will convene for the purpose of reviewing the tenure application materials,
interviewing candidates and their respective supervisors with consideration as to the criteria as outlined in
Section VII of this Procedure Statement.
C.
Each member of the Tenure Committee will determine whether the tenure candidate should be recommended
for tenure, not recommended for tenure, or should be extended a sixth year due to extenuating reasons. Each
member of the Tenure Committee will sign the processing form and designate their individual
recommendation (Tenure Committee Recommendation, Form #7).
D.
A minimum vote of two-thirds of the Tenure Committee is required for a recommendation for tenure to be
granted to a candidate, or for the recommendation for the granting of a sixth probationary year of
employment. The Administrative Liaison is a non-voting member of the committee (See College Procedure
2.01.01.14: Committees).
E.
Recommendations will be forwarded to the President through the Administrative Liaison for those candidates
who have successfully met the College’s criteria for tenure, for those candidates who are not recommended
for tenure, and for the candidates for whom a sixth year is recommended for extenuating reasons.
General Provisions and Definitions:
A.
“Tenure is assurance to a full-time faculty member who has served a full probationary period that he or she
may expect to continue in his or her faculty position with the District unless adequate cause for dismissal is
demonstrated” (Board Policy 3.07.02). Tenure is reserved for a probationary faculty member who has
demonstrated his/her exemplary performance and service to the College. Tenure is worthy of respect and
dignity and is under faculty purview.
B.
A Tenure Candidate is a probationary faculty member who has completed a minimum of four generally
consecutive academic years of eligible service. The candidate will be identified as such according to the
official personnel records in the Human Resources Department and the criteria stated within this procedure.
A tenure candidate will be evaluated according to the requirements in the procedure which were in place at
the time of the initial tenure track appointment.
C.
An Administrative Supervisor is the tenure candidate’s immediate administrative supervisor of record, such
as a Dean, with the following exceptions:
1.
Change of supervisor in same faculty position:
a.
Tenure candidates who have remained in the same faculty position (i.e., same discipline
department) but have had a change in administrative supervisor within the last two years of
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
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the five-year eligibility time period will be given a choice of designated administrative
supervisor for the fifth year review and evaluation of the tenure candidate’s portfolio,
completion of the form Administrative Tenure Recommendation (Form #5), and interview
with the Tenure Committee.
b.
2.
The above choice is limited to supervisors under whom the candidate has served for at least
one year.
Change in faculty position:
Tenure candidates who have been hired into a different faculty position during the tenure-track,
probationary period will follow the guidelines outlined in Section X, “Change in Faculty Position
during Probationary, Tenure-Track Period” of this procedure.
D.
E.
F.
The Tenure Committee is a District-wide Committee of tenured faculty.
1.
The Committee will consist of the Administrative Liaison, seven tenured instructors, one tenured
librarian and one tenured counselor.
2.
The instructors will reflect a fair representation of both the arts and sciences and occupational
education instructional areas.
a.
The faculty representation on the committee will reflect the diversity of ethnicity and
gender.
b.
All faculty members on the Tenure Committee will be voting members.
3.
The terms of the Committee members will be for two years and will rotate on a staggered basis with
approximately one half (4-5) of the Committee changing membership each year. Rotation will take
place prior to the beginning of the academic year.
4.
The Tenure Committee Chairperson is a Committee member elected by the Committee by majority
vote.
a.
The Committee will elect a chairperson, every academic year, who will serve the entire
academic year and be a voting member of the Committee.
b.
The chairperson will conduct the normal business of the Tenure Committee and, in
conjunction with the Administrative Liaison, ensure that the review of the candidates’
application materials, the Committee interviews of the candidates, and the proper
Committee review forms are completed according to the established procedure described
within this document.
The Administrative Liaison is a non-instructional administrator appointed by the President and assigned for a
three-year term as the liaison to the Tenure Committee, and is a non-voting member of the Committee.
1.
The Administrative Liaison shall serve to facilitate the instruction and orientation of the Committee
in the tradition and concept of tenure.
2.
The Administrative Liaison shall also promote clarity in tenure criteria and equitable consistency in
Committee decisions, and to ensure prudent adherence to tenure review procedures.
Peer Review Committee
1.
The Peer Review Committee is a committee selected by the candidate and the candidate’s
administrative supervisor and is composed of a minimum of three to five tenured faculty. The
candidate will have the opportunity to select one member, the administrative supervisor will select
one member, and the administrative supervisor and the candidate will discuss and select the third
member by mutual agreement. Any additional committee members will also be chosen by mutual
agreement between the candidate and the candidate’s administrative supervisor. The candidate and
the administrative supervisor will each select one tenured faculty member from the candidate’s
discipline or related discipline, as identified from the aggregate of the following sources in priority
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
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order: (1) the candidate’s campus-based discipline, (2) the candidate’s District-wide discipline, (3)
and if necessary, the candidate’s division.
III.
2.
The Peer Review Committee will be appointed at the beginning of the Tenure Candidate’s third year
and will, whenever possible, continue this responsibility through the Tenure Candidate’s evaluation
for tenure in the fifth (and sixth, if applicable) year. A factor in choosing members to serve on the
third year Peer Review Committee is consideration of their commitment to mentor the candidate
during the remainder of the probationary period.
3.
The recommended Peer Review Committee membership will be submitted to the respective Vice
President for review and approval.
4.
The composition of the Peer Review Committee will reflect diversity of ethnicity and gender, with
the primary focus on faculty from the candidate’s discipline.
5.
If a Peer Review Committee member subsequently needs to be replaced, the administrative
supervisor will follow the same guidelines as outlined above.
6.
Each Peer Review Committee member will review the tenure candidate’s application materials and
will forward a recommendation regarding the candidate’s tenure to the appropriate candidate’s
administrative supervisor during the candidate’s third and fifth years (as well as fourth and sixth, if
applicable). The administrative supervisor and the Peer Review Committee will immediately share
the third year review with the tenure candidate.
7.
The Third Year Peer Review committee and the administrative supervisor will meet and
immediately share this review with the tenure candidate.
Tenure Eligibility
During the fall semester of a faculty member’s fifth year of eligible service in a probationary status, the faculty
member will be eligible to be evaluated for tenure and may, if he/she wishes to be considered for tenure, submit tenure
portfolio materials for the review and evaluation of tenure in accordance with this procedure.
IV.
A.
Eligible service shall be at least 60 percent of the required instructional duties, and for counselors and
librarians, at least 60 percent of required regular duties for each fall and spring semester.
B.
Exceptions to the above guidelines will be approved as they occur on a semester-by-semester basis by the
Administrative Supervisor and the Vice President. Any such exceptions will be documented in the tenure
candidate’s portfolio materials.
Tenure Criteria
Consideration of candidates for tenure shall be based on the fulfillment of the following weighted criteria:
A.
Evidence of Exemplary Job Performance - 50 percent. Exemplary job performance reflects efforts made to
provide optimum opportunity for student success. Teaching performance includes, but is not limited to:
teaching practices, techniques, classroom style, and efforts made to provide maximum opportunity for
student success. Counselor performance includes, but is not limited to: teaching performance,
marketing/recruitment activities, and participation in counseling center activities. Librarian performance
includes, but is not limited to: library instruction, techniques and practices.
B.
Evidence of Exemplary Fulfillment of Professional Responsibilities - 25 percent. Professional
responsibilities are defined in the respective faculty job descriptions. Professional responsibilities include,
but are not limited to: performance of job description requirements such as participation in
division/discipline activities, service on District committees, student advising, appropriate record-keeping,
meeting classes as scheduled, and posting and maintaining office hours.
C.
Evidence of Ongoing Professional Growth - 15 percent. Professional growth refers to activities which
enhance the candidate’s job performance. Professional growth includes, but is not limited to: participation
in District development activities such as scheduled workshops, and participation in individual development
activities such as advanced course work, relevant continuing education activities, leadership and participation
in professional organizations and conferences, and individual research and publications.
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
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D.
V.
Evidence of Ongoing Professional Service to the Community/State - 10 percent. Service to the community
refers to activities that enhance the quality of life for a community. Professional service includes, but is not
limited to: leadership or participation in community or other committees, boards, and organizations,
presentation or performances for community or other groups, community service teaching activities, and
professional achievements.
Tenure Orientation
A.
New probationary faculty members, as part of their orientation to the District, will be provided with a copy of
the Tenure Review and Recommendations Procedure (#3.07.02.10) including the Tenure Criterion
Specifications for the faculty member’s specific position (Teaching Faculty, Counseling Faculty, or Library
Faculty) (See pages 10-16 of this procedure).
The Administrative Liaison will also provide all candidates with the opportunity to attend a workshop
regarding tenure portfolio preparation during both fall and spring faculty development sessions.
Probationary faculty must attend at least one such workshop annually.
VI.
VII.
B.
The Administrative Liaison will ensure that a mandatory workshop is conducted by the Chair of the Tenure
Review Committee for all administrative supervisors regarding the tenure procedure and confidentiality of
the process every fall semester.
C.
The Administrative Liaison and the Chair of the Tenure Review Committee will conduct a mandatory
workshop for the Peer Review Committees prior to their review of the third and fifth (as well as fourth and
sixth, if applicable) tenure portfolios.
Tenure Eligibility Verification and Notification
A.
During the spring semester of each year, the Human Resources Department will notify the appropriate
administrative supervisor of those probationary faculty who will begin their fifth year of eligible employment
with the College during the next academic year. The Human Resources Department will also verify each
candidate’s fulfillment of the required sixty (60) percent of contractual obligations, or approved exception,
based on the employment records.
B.
During the spring semester prior to the academic year for tenure review, the office of the Administrative
Liaison will again provide each candidate with materials including the Tenure Review and Recommendations
procedure in place at the time of the initial tenure track appointment, Tenure Criterion Specifications
addendum, and timelines for submission of the tenure portfolio materials (reference the Calendar of Events).
Tenure Procedural Steps
A.
Performance Evaluations
The candidate shall be evaluated each year in accordance with the faculty evaluation procedure (3.22.01.14:
Full-Time Faculty Evaluation) utilizing the Self-Evaluation and Reflection Form (Section III. A.), Composite
Evaluation Form (Section III.B), and Classroom-Performance Evaluation Form (Section IV. A.). Pursuant
to this procedure and the guidelines provided below, the administrative supervisor will conduct the yearly
performance evaluation. The supervisor shall schedule an interview with the faculty member to review the
candidate’s progress. This procedure provides the faculty member the opportunity to maintain and/or
improve his/her teaching performance and other activities.
PROBATIONARY YEAR
First
Second-Fourth
B.
EVALUATION TO BE CONDUCTED BY
February 1
October 1
Annual Administrative Assessment
As part of the annual performance evaluation of the tenure candidate, the administrative supervisor will make
an overall assessment regarding the tenure candidate. This evaluation assessment may include a number of
options, including the continuation of the candidate in a probationary status, the continuation of the candidate
in a probationary status with the need for the tenure candidate to address performance areas requiring
improvement, non-renewal of the candidate, or other appropriate recommendation. Any recommendation for
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
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non-renewal will be consistent with Board Policy 3.07.02, Faculty, and College Procedure 3.22.04.10,
Employee Performance. A recommendation outlining the proposed course of action will be forwarded by the
administrative supervisor to the appropriate Vice President, in accordance with the timelines noted in section
VII.A above.
C.
Recommendation for Probationary Status with Improvement
In the event that the probationary faculty member is recommended for continued probationary status with
improvement during any year of the faculty member’s probationary period, the administrative supervisor will
develop of a Plan of Action outlining the areas for necessary improvement and will review this plan with the
faculty member prior to the end of the academic year. The Plan of Action for improvement will be used in
the subsequent year’s performance evaluation.
D.
Non-Renewal or Dismissal Recommendation
If, at any point, during the tenure review process, there is cause to non-renew the probationary faculty
member’s contract, or there is cause for the dismissal of the probationary faculty member, the administrative
supervisor will make such a recommendation in accordance with College Procedure 3.22.04.10, Employee
Performance, and Board Policy 3.07.02, Faculty, or Board Policy 3.38.01, Dismissal or Suspension of
Contracted Faculty.
E.
Third Year Tenure Evaluation
In the fall semester of the third year of employment as a probationary faculty member, the faculty member
will complete the form Candidate’s Third-Year Progress Report for Tenure Track Faculty (Form #1) in
addition to the annual evaluation by the administrative supervisor. The administrative supervisor (using
Form #4, Third-Year Administrative Progress Report) and the Peer Review Committee (using Form #3,
Third-Year Peer Review Committee Recommendations), as outlined in the procedure’s definitions, will
review and evaluate the candidate’s tenure portfolio. The administrative supervisor will communicate his/her
third-year probationary performance review recommendation to the tenure candidate and will assist the
candidate to maintain and/or improve his/her performance. If a Plan of Action is developed during any
probationary year as a result of a recommendation for continued probationary status with improvement, a
copy of the Plan of Action will be included in the candidate’s tenure application materials. If the Plan of
Action is developed during the third year, the Peer Review Committee may also participate in evaluating the
candidate’s progress under the Plan of Action during the following year.
F.
G.
Tenure Portfolio Preparation and Organization
1.
The probationary faculty member will begin preparation of the tenure track portfolio during his/her
first year of employment.
2.
During the fall semester of the probationary faculty member’s fifth (and sixth year, if applicable),
the probationary faculty member will present a portfolio of tenure application materials for review
by the Peer Review Committee, the administrative supervisor, the Vice President, and the Tenure
Committee. This portfolio should include all of the materials outlined in the Tenure Criterion
Specifications for the candidate’s specific position (Teaching Faculty, Counseling Faculty, or
Library Faculty) (See pages 10-16 of this procedure). The portfolio should be prepared and
organized as stated.
Tenure Portfolio Submission and Deadline
1.
It is the candidate’s responsibility to forward the completed tenure portfolio to the probationary
faculty member’s administrative supervisor and to ensure that all materials are completed and
submitted by the indicated deadline on the Calendar of Events for the Tenure Review Process for
the given Academic Year. There will be strict adherence to the Calendar of Events.
2.
Tenure portfolios for the fifth year review which are submitted after the announced deadline will
NOT be accepted and the tenure candidate will not be considered for tenure. If, however, there are
mitigating circumstances for a late submission, the tenure candidate may appeal this deadline by
submitting in writing the compelling reason(s). The immediate supervisor will make a
recommendation to the Vice President on whether or not to accept the tenure portfolio materials
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
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after the deadline. The Vice President’s decision on the acceptance of the tenure portfolio will be
final.
3.
H.
I.
J.
K.
If the decision is to deny acceptance of the tenure portfolio, the probationary faculty member will
not be eligible for tenure consideration and, further, it will be the faculty member’s last year of
probationary employment with the College.
Peer Review Committee’s Review and Evaluation
1.
The Peer Review Committee will review the portfolio of the tenure candidate with consideration as
to the criteria outlined in Section III of this procedure during the fall semester of the probationary
faculty member’s third year and fifth year (and sixth, if necessary). The Peer Review Committee
will also review the portfolio during the fourth year, if a Plan of Action was developed during the
faculty member’s third probationary year. The Peer Review Committee will complete the
appropriate evaluation form, e.g., the Third-Year Individual Peer Review Committee Evaluation
(Form #2) and the Third-Year Peer Review Committee Recommendation form (Form #3).
2.
The Peer Review Committee will forward each candidate’s portfolio along with the completed Peer
Review Committee evaluation or recommendation form to the candidate’s administrative supervisor
for each year in which they evaluate the candidate.
3.
The administrative supervisor may reconvene the Peer Review Committee for clarification, as
necessary.
Administrative Supervisor’s Review and Evaluation
1.
The administrative supervisor will review and evaluate the tenure candidate’s portfolio, with
consideration as to the criteria outlined in Section III of the Tenure Criterion Specifications of this
procedure (pp. 10-16), with strict adherence to the calendar, during the fall semester of the
probationary faculty member’s third year and fifth year (and sixth, if necessary). The administrative
supervisor will also review the portfolio during the fourth year, if a Plan of Action was developed
during the faculty member’s third probationary year. The outcome of this Plan of Action will also
be documented and included in the portfolio. The administrative supervisor will complete the form
Administrative Tenure Recommendation (Form #5) reflecting his/her evaluation of the faculty
member’s candidacy for tenure.
2.
The administrative supervisor will forward the portfolio along with the completed Administrative
Tenure Recommendation (Form #5), outlining strengths and weaknesses and making a clear
recommendation supported by specific reason(s) to the appropriate second level administrative
supervisor.
3.
It will be the administrative supervisor’s responsibility to ensure that the Peer Review Committee
recommendations are completed and included in the portfolio.
4.
The second level administrative supervisor may return the recommendation(s) for further
clarification at his/her discretion.
The Second-Level Administrative Supervisor’s Review and Evaluation
1.
The Vice President of Instruction will review and evaluate each candidate’s portfolio with
consideration as to the criteria as outlined in Section III of the Tenure Criterion Specifications of
this procedure (pp. 10-16) and will interview each candidate. Pursuant to the review of the
candidate’s portfolio and the interview, the Vice President will complete the form Administrative
Tenure Recommendation (Form #5).
2.
This second-line supervisor will then forward the portfolio along with the form Administrative
Tenure Recommendation (Form #5) to the Administrative Liaison with strict adherence to the
Calendar of Events.
Tenure Committee’s Review and Evaluation
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
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L.
1.
The Administrative Liaison will convene the Tenure Committee and provide the Committee with all
materials submitted. The Administrative Liaison will meet with the Tenure Committee throughout
the review process.
2.
Each member of the Tenure Committee will individually review the tenure portfolio materials
submitted by each candidate, and will further review the Peer Review Committee Evaluation, the
administrative supervisor’s evaluation of the candidate, and the second-level supervisor’s evaluation
of the candidate.
3.
After the individual review of the portfolio materials and the peer and administrative evaluations,
the Tenure Committee will convene as a group in closed session.
a.
Each candidate for tenure, as well as the candidate’s administrative supervisor and the
second level supervisor, will appear separately before the Committee to respond to
questions.
b.
The Tenure Review Committee may request to interview the candidate’s Peer Review
Committee, if needed.
c.
In the event that the Administrative Liaison has a probationary candidate up for review, the
Committee Chairperson will assume the responsibility of the Administrative Liaison during
that candidate’s review.
d.
The Tenure Committee will complete the form Tenure Committee Member Evaluation
(Form #6) after all of the interviews have been completed for the candidate to document
each member’s overall evaluation of the tenure candidate. The evaluation form will be
signed by each member of the committee.
4.
The Committee will recommend one of the following for consideration by the President of the
College: (1) granting tenure, (2) not granting tenure, and (3) under extenuating circumstances,
extending probationary status for a sixth and final year in a probationary status.
5.
The Tenure Committee’s recommendation for granting tenure or for recommending a sixth year will
be made by a minimum two-thirds vote of the Committee’s membership and will be documented on
the form Tenure Committee Recommendation (Form #7).
6.
Guidelines on the granting of a sixth probationary year:
a.
The Tenure Committee will fully document the reason(s) for the extenuating circumstances
in granting a sixth probationary year on the form Tenure Committee Recommendation
(Form #7).
b.
The Tenure Committee will communicate the reason(s) to the faculty member’s
administrative supervisor.
c.
The reason(s) must rise to the level of a significantly unusual situation or unpredictable
event. Failure on the part of the candidate to prepare for the tenure evaluation or lack of
agreement in the recommendations of the Peer Review Committee, the administrative
supervisor, and/or the second-line administrative supervisor will not constitute a justifiable
reason.
Recommendation to the President
1.
The Tenure Committee will make recommendations through the Administrative Liaison to the
President regarding the tenure of each candidate.
2.
The President will review the Committee’s recommendations received from the Administrative
Liaison and reconvene the Committee should there be questions about the Committee’s
recommendations.
3.
The President will forward a final recommendation to the Board of Trustees for approval of the
granting of tenure.
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
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4.
M.
VIII.
IX.
X.
Each candidate will be notified by the President no later than December 15 of the recommendation
that will be made to the Board of Trustees.
Appeal Process for Non-Recommendation of Tenure
1.
The candidate may submit a written request for reconsideration to the President through the office of
the Administrative Liaison.
2.
The written request for consideration must be submitted to the office of the Administrative Liaison
by the first day of classes for the following (spring) semester.
3.
The President may direct the Administrative Liaison to reconvene the Tenure Committee for a
second review of the candidate’s application for tenure.
4.
The second review must be completed, a recommendation forwarded, and notification made by
January 31.
Distribution of Tenure Portfolio and Tenure Evaluation Materials
A.
The Administrative Liaison will forward the tenure portfolio and evaluation materials to the Human
Resources Department.
B.
Tenure evaluation records will not be returned to the candidate. The Human Resources Department will be
responsible for separating tenure evaluation records from the portfolio prior to copying. The tenure
evaluation records will be forwarded to and retained permanently by the Office of Employee Relations.
C.
The tenure portfolio submitted by the candidates who were granted tenure will be duplicated and a copy
retained by the Human Resources Office. The original will be returned to the faculty member by the end of
the spring semester.
D.
The original tenure portfolio submitted by candidates not recommended for tenure or recommended for an
additional probationary year will be forwarded to the Employee Relations Office.
1.
The candidate who is denied tenure may request a copy of the tenure portfolio from the Employee
Relations Office. The original portfolio will be retained by the Employee Relations Department.
2.
The candidate who is recommended for an additional probationary year will be provided the original
of the tenure portfolio from the Employee Relations Office for resubmission in his/her sixth year. A
copy will be retained by the Employee Relations Office.
Submission of Sixth Probationary Year Portfolio Materials
A.
The sixth-year tenure candidate will follow the tenure review process in reapplying for tenure.
B.
Candidates will prepare a separate portfolio for the year subsequent to the initial review. The portfolio
materials must address the reasons for the granting of the sixth probationary year. The original tenure
portfolio will be again submitted with the additional sixth year materials clearly separated in the submission.
C.
The portfolio should contain all relevant performance evaluation materials and/or recommendations,
including the Plan of Action developed for the sixth year.
D.
The new materials submitted for this year will be considered along with the original portfolio.
E.
The Peer Review Committee, the administrative supervisors, and the Tenure Review Committee will follow
the tenure review process for the reevaluation of the candidate’s application for tenure.
Change in Faculty Position During Probationary, Tenure-Track Period
If the probationary faculty member is hired into a different faculty position during the tenure track period (for
example, from Instructor to Counselor, from Counselor to Instructor, or from English Instructor to History Instructor,
Psychology Instructor to Education Instructor, etc.) the following will apply:
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
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XI.
A.
If the change occurs during the first two years in a probationary status, the faculty member will proceed with
the tenure process with the new administrative supervisors, and the Peer Review Committee will be selected
during the third year from the new discipline/department. The tenure portfolio will be evaluated on the prior
evaluation requirements for those years in the previous position and the new evaluation requirements for the
years in the new position. The new administrative supervisors will evaluate the candidate for tenure during
the fifth year.
B.
If the change occurs during the third year in a probationary status, the faculty member will proceed with the
tenure process by supplementing his/her tenure portfolio to reflect the evaluation requirements for the new
position, for the period of time in the new discipline/department. A new Peer Review Committee in the new
discipline/department will be appointed and the new administrative supervisor will evaluate the tenure
candidate.
C.
If the tenure candidate changes positions during the fourth or fifth years, the previous Peer Review
Committee and previous administrative supervisors will evaluate the tenure candidate with input from the
new administrative supervisor and the new Peer Review Committee, who also will provide an evaluation of
the tenure candidate to the new first-line administrative supervisor as additional input for his/her evaluation
of the candidate and for that of the Vice President.
Confidentiality
A.
The tenure review process is a confidential evaluation of a tenure candidate; therefore, participants are
directed to maintain the confidences of the process, both during and after the conclusion of the process.
B.
The following types of information are deemed confidential:
1.
Information included in the tenure portfolio materials submitted by the tenure candidate; and
2.
All documentation and written comments, evaluation opinions and judgments discussed during the
committee deliberations, and/or reflected on the evaluation documentation forms, and/or other intraCollege memoranda.
C.
Participants are, therefore, obligated to properly safeguard all documentation and information pertaining to
the tenure evaluation process. Participants are further reminded that confidential matters are not to be
revealed or discussed with anyone not officially involved in the tenure evaluation process.
D.
It shall be the sole responsibility of the President’s Office and/or the Employee Relations Office to accept
any requests for information as well as to release any information and/or documentation regarding the tenure
evaluation process. If a tenure candidate has a question or concern about the tenure process during the actual
deliberation period, he/she will discuss the issue with the administrative supervisor and not with the Tenure
Committee.
E.
Certain documents used and/or generated during this tenure evaluation process may be subject to release in
accordance with provisions of the Texas Public Information Act, Attorney General opinions, or other legal
authority. The potential release of documents does not relieve the participants in this tenure evaluation
process from the responsibilities outlined above.
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
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TENURE CRITERION SPECIFICATIONS
FOR
TEACHING FACULTY
I.
PREPARATION OF THE TENURE PORTFOLIO
A tenure portfolio is a representative rather than an all-inclusive sample of a teaching faculty member's job
performance. The portfolio must be limited to one four-inch three-ring binder. The binder is to be labeled with the
name and discipline of the faculty member on the spine and front of the binder. The faculty member must provide a
table of contents and resume or vitae at the front of the binder and organize its contents according to categories listed
in this document. Categories should be identified. Divider tabs should correspond to the criteria items listed below.
Within each section, the material should be presented in chronological order, with the oldest documents first. For
example, evaluations should be organized from the first academic year of tenure-track employment to the current
academic year. Omissions of numbered items require a written statement on a separate page explaining the reason for
each omission. A separate page protector should be used for each sheet of paper in the binder. Do not submit original
documents of materials you may need in the near future.
II.
TENURE CRITERIA
The categories indicated below by Roman numerals correspond to the criteria for tenure stated in College Procedure:
Tenure Review and Recommendations (3.07.02.10). The numbered items in each category are mentioned as examples
of possible ways to satisfy each criterion. Asterisked items are mandatory.
III.
ORGANIZATION OF THE TENURE PORTFOLIO
A.
Table of Contents
B.
Resume/Curriculum Vitae
C.
Evidence of Exemplary Job Performance (50%)
1.
2.
All Evaluations of Teaching Faculty Member for Each Academic Year
*a.
Student Survey of Instructors Performance
*b.
Classroom-Performance Evaluations
*c.
Faculty Self-Evaluation and Reflection Reports
*d.
Composite Evaluations for Full-Time Teaching Faculty
*e.
Third-Year Progress Report & Third Year Peer Review Evaluation
Course Materials for a Selected Course
*a.
Original classroom handouts (maximum 2 items)
*b.
Original course syllabus or Instructor’s Course Requirements
*c.
Other original teaching/learning aids for the selected course (maximum 6 items), for
example:
3.
1)
Original transparencies
2)
Original study guides
3)
Other original multimedia teaching materials (maximum 2 items)
New Course Development
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 10 of 16
Identify new courses (credit or non-credit), properly verified by the Curriculum Office or your
administrative supervisor, which you have developed during tenure-track employment. Submit only
the outline, syllabus, one sample of a learning activity, and one sample of an exam per course
developed.
4.
Major Revisions of Established Courses
Identify major revisions which you have made to established courses (credit or non-credit),
accompanied by an explanation of the work and verification by your administrative supervisor or
the Curriculum Office. Submit only one course outline of a major revision of an established course.
The revisions may include responses to Program Review Reports and may include the creation,
modification, and/or application of student learning outcomes for the courses.
5.
Other Evidence of Exemplary Teaching Performance
This evidence, which may include letters of appreciation/commendation, certificates, awards, and
other special recognition for Teaching Performance, is to be presented in concise format.
D.
E.
F.
G.
Evidence of Exemplary Fulfillment of Professional Responsibilities (25%)
*1.
Membership on College standing and other committees as evidenced by a letter of appointment or a
letter from the Committee Chairperson or Administrative Supervisor (Indicate if you served as the
chairperson.)
*2.
Membership on division/department and discipline committees as evidenced by a letter from the
Administrative Supervisor or Faculty Coordinator.
3.
Non-instructional College assignments listed, indicating dates and the nature of the assignments.
4.
Sponsorship of College-approved student organizations. (Indicate dates and names of
organizations.)
Evidence of Continued and Quality Professional Growth (15%)
*1.
List, obtained from the Faculty Development Office, of faculty development workshops you have
attended.
*2.
List of professional teaching institutes, seminars, workshops, and conferences you have attended
subsequent to tenure-track employment (include name of sponsoring organization, location, and
dates).
3.
Documentation of other College-sponsored professional development activities attended such as
Information Technology and Technology Resource Center Workshops.
4.
List of degrees earned and courses completed subsequent to tenure-track employment (include
documentation showing this course work).
*5.
Documentation of current membership in professional/faculty organizations and documentation of
licensure and/or certification in your professional field.
6.
Other evidence of professional growth.
Evidence of Professional Service to the Community/State (10%)
*1.
Documentation of membership in, or service to, community organizations, including dates.
*2.
List of lectures, workshops, and projects for community organizations and agencies, including dates.
3.
List of services provided to area schools (serving on accreditation committees, evaluation
committees, judging contests, etc.).
4.
List of services provided to the state (statewide curriculum or program evaluation committees).
Summary Self-Evaluation
Discuss your effectiveness both as an instructor and as a faculty member (non-instructional responsibilities).
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 11 of 16
TENURE CRITERION SPECIFICATIONS
FOR
COUNSELING FACULTY
I.
PREPARATION OF THE TENURE PORTFOLIO
A tenure portfolio s a representative rather than an all-inclusive sample of a counseling faculty member's job
performance. The portfolio must be limited to one four-inch three-ring binder. The binder is to be labeled with the
name and discipline of the counseling faculty member on the spine and front of the binder. The counseling faculty
member must provide a table of contents and resume or vitae at the front of the binder and organize its contents
according to categories listed in this document. Categories should be identified. Divider tabs should correspond to
the criteria items listed below. Within each section, the material should be presented in chronological order, with the
oldest documents first. For example, evaluations should be organized from the first academic year of tenure-track
employment to the current academic year. For example, evaluations should be organized from the first academic year
of tenure-track employment to the current academic year. Omissions of numbered items require a written statement
on a separate page explaining the reason for each omission. A separate page protector should be used for each sheet
of paper in the binder. Do not submit original documents of materials you may need in the near future.
II.
TENURE CRITERIA
The categories indicated below by Roman numerals correspond to the criteria for tenure stated in the College
Procedure: Tenure Review and Recommendations (3.07.02.10). The numbered items in each category are mentioned
as examples of possible ways to satisfy each criterion. Asterisked items are mandatory.
III.
ORGANIZATION OF THE TENURE PORTFOLIO
A.
Table of Contents
B.
Resume/Curriculum Vitae
C.
Evidence of Exemplary Job Performance (50%)
1.
2.
All Evaluations of Counseling Faculty Member for Each Academic Year
*a.
Student Evaluation of Counselor Performance
*b.
Classroom/New Student Orientation Performance Evaluation for Counselors
*c.
Faculty Self-Evaluation and Reflection Report
*d.
Composite Evaluation for Full-Time Counseling Faculty
*e.
Third Year Progress Report and Third Year Peer Review Evaluation
Counseling Faculty Performance Documents (for each academic year)
*a.
New Student Orientation documentation
*b.
Course Advisement Forms
*c.
Degree plans
*d.
Student Petitions
*e.
Add/Drop
*f.
Graduation application
*g.
Change of major
h.
Other programs related forms (i.e., challenge form, forgiveness policies, contact form, etc.)
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 12 of 16
3.
4.
Special Counseling Department Reports and/or Assignments
a.
Student development workshops
b.
Staff/faculty development workshops
c.
Other evidence of special assignments
Other Evidence of Exemplary Counseling Performance
This evidence, which may include letters of appreciation/commendation, certificates, awards, and
other special recognition, should be presented in concise format.
5.
6.
D.
E.
F.
Teaching Performance
a.
Student-Survey of Instructor’s Performance
b.
Classroom-Performance Evaluations
c.
Faculty Self-Evaluation and Reflection Reports
d.
Composite Evaluation for Part-Time Faculty
Other Evidence of Exemplary Performance
Evidence of Outstanding, and/or Superior Professional Responsibilities (25%)
*1.
Membership on College standing and other committees as evidenced by a letter of appointment or a
letter from the Committee Chairperson or Administrative Supervisor (Indicate if you served as the
chairperson.)
*2.
Membership on division/department and discipline committees as evidenced by a letter from the
Administrative Supervisor or Instructional Coordinator.
3.
Non-instructional College assignments listed, indicating dates and the nature of assignments.
4.
Sponsorship of College-approved student organizations. (Indicate dates and names of
organizations.)
Evidence of On-Going Professional Growth (15%)
*1.
List, obtained from the Faculty Development Office, of faculty development workshops you have
attended.
*2.
List of professional institutes, seminars, workshops, and conferences you have attended subsequent
to tenure-track employment (include name of sponsoring organization, location, and dates).
3.
Documentation of other College-sponsored professional development activities attended such as
Information Technology and Faculty Resource Center workshops.
4.
List of degrees earned and courses completed subsequent to tenure-track employment (include
documentation showing this course work).
5.
Documentation of current membership in professional organizations and documentation of licensure
and/or certification in your professional field.
6.
Other evidence of professional growth.
Evidence of On-Going Professional Service to the Community/State (10%)
*1.
Documentation of membership in, or service to, community organizations, including dates.
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 13 of 16
G.
*2.
List of lectures, workshops, and projects for community organizations and agencies, including dates.
3.
List of services provided to area schools (serving on accreditation committees, evaluation
committees, judging contests, etc.).
4.
List of services provided to the state (statewide curriculum or program evaluation committees).
Summary Self-Evaluation
Discuss your effectiveness both as a counselor and as a faculty member (non-counseling responsibilities).
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 14 of 16
TENURE CRITERION SPECIFICATIONS
FOR
LIBRARY FACULTY
I.
PREPARATION OF THE TENURE PORTFOLIO
A tenure portfolio is a representative rather than an all-inclusive sample of a teaching faculty member's job
performance. The portfolio must be limited to one four-inch three-ring binder. The binder is to be labeled with the
name and discipline of the faculty member on the spine and front of the binder. The faculty member must provide a
table of contents and resume or vitae at the front of the binder and organize its contents according to categories listed
in this document. Categories should be identified. Divider tabs should correspond to the criteria items listed below.
Within each section, the material should be presented in chronological order, with the oldest documents first. For
example, evaluations should be organized from the first academic year of tenure-track employment to the current
academic year. For example, evaluations should be organized from the first academic year of tenure-track
employment to the current academic year. Omissions of numbered items require a written statement on a separate
page explaining the reason for each omission. . A separate page protector should be used for each sheet of paper in the
binder. Do not submit original documents of materials you may need in the near future.
II.
TENURE CRITERIA
The categories indicated below by Roman numerals correspond to the criteria for tenure stated in the College
Procedure: Tenure Review and Recommendations (3.07.02.10). The numbered items in each category are mentioned
as examples of possible ways to satisfy each criterion. Asterisked items are mandatory.
III.
ORGANIZATION OF THE TENURE PORTFOLIO
A.
Table of Contents
B.
Resume/Curriculum Vitae
C.
Evidence Exemplary Job Performance (50%)
1.
2.
*3.
Evaluations of Library Faculty Member for Each Academic Year
a.
Student Surveys of Library Instruction Summary Forms (no more than two per year)
b.
Classroom-Performance Evaluations
c.
Faculty Self-Evaluation and Reflection Reports
d.
Composite Evaluations FOR Full-Time Library Faculty
e.
Third-Year Progress Report & Third Year Peer Review Evaluation
Library Support to Students and Patrons
a.
Library skills instruction classes (supporting documents, e.g., PowerPoint presentation, etc.)
b.
Original research and/or teaching aids (maximum two items)
c.
Student/patron tours (supporting documentation)
Development and Organization of Library Collection
Submit documentation regarding the application of bibliographic techniques to the selection, acquisition,
development, and organization of the library collection. For example:
•
Selection (selection tools used, such as pages of catalogs, reviews, contact with vendors,
exhibitions, list serves, websites, faculty/student/staff recommendations, forms created to order
books, etc.)
•
Acquisitions (lists provided by Technical Services of books ordered or processed; liaison requests
ordered or processed, any documentation proving that materials have been ordered or processed,
etc.)
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 15 of 16
4.
•
Development (library policies that you have created or helped create, collection development
policies, web directories, weeding and collection evaluation activities, statistics you have compiled,
etc.)
•
Organization (documentation of books/materials you had sent to re-catalog, creation of separate
collections, such as a separate area for ESL, Browsing, Opposing Viewpoints, moving of shelves,
creation of signage, creating library web pages, site maps, etc.)
Liaison Responsibilities
Submit documentation of liaison responsibilities with assigned division(s), faculty, and other College
units as appropriate (maximum two items).
5.
Other Evidence of Exemplary Job Performance
This evidence, which may include letters of appreciation/commendation, certificates, awards, and other
special recognition, should be presented in concise format.
D.
E.
F.
G.
Evidence Exemplary Fulfillment of Professional Responsibilities (25%)
1.
Membership on College District committees as evidenced by a letter of appointment or a letter from the
Committee Chairperson or Administrative Supervisor. (Indicate if you served as the chairperson.)
2.
Membership on division/department and discipline committees as evidenced by a letter from the
Administrative Supervisor or Head Librarian.
3.
List of non-librarian College assignments, indicating dates and the nature of assignments.
4.
Sponsorship of College-approved student organizations. (Indicate dates and names of organizations.)
Evidence of Continued and Quality Professional Growth (15%)
*1.
List, obtained from the Faculty Development Office, of faculty development workshops you have
attended.
*2.
List of professional institutes, seminars, workshops, and conferences you have attended subsequent to
tenure-track employment (include name of sponsoring organization, location, and dates).
3.
Documentation of other College-sponsored professional development activities attended such as
Information Technology and Faculty Resource Center workshops.
4.
List of degrees earned and courses completed subsequent to tenure-track employment (include
documentation showing this course work).
5.
Documentation of current membership in professional organizations and documentation of licensure
and/or certification in your professional field.
6.
Other evidence of professional growth.
Evidence of Quality Professional Service to the Community/State (10%)
1.
Documentation of membership in, or service to, community organizations, including dates.
2.
List of lectures, workshops, and projects for community organizations and agencies, including dates.
3.
List of services provided to area schools (serving on accreditation committees, evaluation committees,
judging contests, etc.)
4.
List of services provided to the state (statewide curriculum or program evaluation committees).
Summary Self-Evaluation
Discuss your effectiveness both as an instructor and as a faculty member (non-instructional responsibilities).
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 16 of 16
Office of the Vice President of Instruction
College Procedure 3.07.02.10, Form #1
CANDIDATE’S THIRD YEAR PROGRESS REPORT
FOR TENURE TRACK FACULTY
(Probationary Faculty Member)
EL PASO COMMUNITY COLLEGE
__________________________________
Probationary Faculty’s Name (Print)
____________________________
Discipline/Department
__________________________________
Semester
_______________________________________________________________________
Instructions:
The faculty member should complete this report prior to meeting with his/her supervisor. Responses
must be limited to the space provided in this progress report. The report and attachments (Self
Evaluations, Classroom Observations, Student Evaluations) should be submitted to the supervisor at least
one week before the meeting. Other material may be brought to the meeting, but only the progress report
and specified attachments (evaluations) will be filed. During the meeting the supervisor will discuss each
of the four categories with the faculty member and note on the form strengths, weaknesses, and possible
strategies for improvement. One copy of the report will be sent to the faculty member (for inclusion in
the official tenure packet during the fifth year of employment), one copy forwarded to the respective
Dean, to be placed in the faculty member’s Division file.
I.
Evidence of Exemplary Job Performance
A.
New course development or course revisions
B.
Course outline syllabi, training packets, student study guides, and/or Clinical lab packets
C.
Faculty evaluations (classroom, administrative, student)
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 1 of 3
II.
III.
D.
Implementation of technology into the curriculum
E.
Other
Evidence of Exemplary Fulfillment of Professional Responsibilities
A.
Membership on College committees, sub-committees or taskforces(include committees
requested but not appointed to).
B.
Membership on division/department and/or discipline committees, subcommittees or
taskforce.
C.
Non-teaching College duties (include assignment).
D.
Sponsorship of College approved student organizations.
E.
Other
Evidence of On-going Professional Growth
A.
Degrees earned, courses completed or professional institutes attended subsequent to
employment.
B.
Synopsis of professional seminars, conference or workshops attended or at which present
subsequent to employment.
C.
Current membership in professional organizations (indicate if officer).
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 2 of 3
D.
IV.
Other
Evidence of On-Going Professional Service to the Community/State
A.
Membership in/or service to community organizations.
B.
Synopsis of lectures, workshops presented, etc. for community organizations or agencies.
C.
Synopsis of service to area schools (accreditation committees, articulation, judging, etc.).
D.
Synopsis of service to the state (state-wide curriculum, program evaluation committees,
etc.).
E.
Other
Completed by:
___________________________________________
Faculty Member
__________________
Date
Reviewed by:
__________________________________________
Administrative Supervisor
__________________
Date
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 3 of 3
Office of the Vice President of Instruction
College Procedure 3.07.02.10, Form #2
THIRD YEAR INDIVIDUAL
PEER REVIEW COMMITTEE EVALUATION
EL PASO COMMUNITY COLLEGE
Probationary Faculty Member:___________________________
Discipline:_________________________
Probationary Year:__________________ Semester: ___________________ Date: __________________
Reviewed by:____________________________________
Comments on strengths and weaknesses of the candidate as they relate to the tenure criteria: (use
continuation sheet if necessary). PLEASE PRINT OR TYPE.
STRENGTHS
WEAKNESSES
Evidence of Exemplary Job
Performance (50%)
Evidence of Exemplary
Fulfillment of Responsibilities
(25%)
Evidence of On-Going
Professional Growth (15%)
Evidence of On-Going
Professional Service to the
Community/State (10%)
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 1 of 3
Overall Comments:
Signature:
Member’s Name (type):
Signature:
Date:
Member’s Name (type):
Signature:
Date:
Member’s Name (type):
Signature:
Date:
Member’s Name (type):
Signature:
Date:
Member’s Name (type):
Date:
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 2 of 3
TENURE CRITERIA
Consideration of candidates for tenure shall be based on the fulfillment of the following weighted criteria:
A.
Evidence of Outstanding, Superior, and/or Exemplary Job Performance – 50 percent.
Outstanding, Superior and/or Exemplary job performance reflects efforts made to provide
optimum opportunity for student success. Teaching performance includes, but is not limited to:
teaching practices, techniques, classroom style, and efforts made to provide maximum opportunity
for student success. Counselor performance includes, but is not limited to: teaching performance,
marketing/recruitment activities, and participation in counseling center activities. Librarian
performance includes, but is not limited to: library instruction, techniques and practices.
B.
Evidence of Outstanding, Superior, and/or Exemplary Fulfillment of Professional
Responsibilities – 25 percent. Professional responsibilities are defined in the respective faculty
job descriptions. Professional responsibilities include, but are not limited to: performance of job
description requirements such as participation in division/discipline activities, service on District
committees, student advising, appropriate record-keeping, meeting classes as scheduled, and
posting and maintaining office hours.
C.
Evidence of Continued and Quality Professional Growth – 15 percent.
Professional growth refers to activities which enhance the candidate’s job performance.
Professional growth includes, but is not limited to: participation in District development activities
such as scheduled workshops, and participation in individual development activities such as
advanced course work, relevant continuing education activities, leadership and participation in
professional organizations and conferences, and individual research and publications.
D.
Evidence of Quality Professional Service to the Community/State – 10 percent.
Service to the community refers to activities that enhance the quality of life for a community.
Professional service includes, but is not limited to: leadership or participation in community or
other committees, boards, and organizations, presentation or performances for community or other
groups, community service teaching activities, and professional achievements.
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 3 of 3
Office of the Vice President of Instruction
College Procedure 3.07.02.10, Form #3
THIRD YEAR PEER REVIEW COMMITTEE
RECOMMENDATION
EL PASO COMMUNITY COLLEGE
Tenure Applicant:_____________________________________ Discipline:_________________
Probationary Year:__________________ Semester: _______________ Date: _______________
Comments on strengths and weaknesses of the candidate as they relate to the tenure criteria: (use
continuation sheet if necessary). PLEASE PRINT OR TYPE.
STRENGTHS
WEAKNESSES
Evidence of Exemplary Job
Performance (50%)
Evidence of Exemplary
Fulfillment of
Responsibilities (25%)
Evidence of On-Going
Professional Growth
(15%)
Evidence of On-Going
Professional Service to the
Community/State (10%)
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 1 of 3
Overall Comments:
Signature:
[
[
Member’s Name (type):
Signature:
Date:
[
[
Member’s Name (type):
Signature:
[
[
Member’s Name (type):
] Candidate appears suited for tenure
] Candidate appears not to be suited for tenure
Date:
[
[
Member’s Name (type):
Signature:
] Candidate appears suited for tenure
] Candidate appears not to be suited for tenure
Date:
Member’s Name (type):
Signature:
] Candidate appears suited for tenure
] Candidate appears not to be suited for tenure
] Candidate appears suited for tenure
] Candidate appears not to be suited for tenure
Date:
[
[
] Candidate appears suited for tenure
] Candidate appears not to be suited for tenure
Date:
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 2 of 3
Tenure Criteria
Consideration of candidates for tenure shall be based on the fulfillment of the following weighted criteria:
A.
Evidence of Outstanding, Superior, and/or Exemplary Job Performance – 50 percent.
Outstanding, Superior and/or Exemplary job performance reflects efforts made to provide
optimum opportunity for student success. Teaching performance includes, but is not limited to:
teaching practices, techniques, classroom style, and efforts made to provide maximum opportunity
for student success. Counselor performance includes, but is not limited to: teaching performance,
marketing/recruitment activities, and participation in counseling center activities. Librarian
performance includes, but is not limited to: library instruction, techniques and practices.
B.
Evidence of Outstanding, Superior, and/or Exemplary Fulfillment of Professional
Responsibilities – 25 percent. Professional responsibilities are defined in the respective faculty
job descriptions. Professional responsibilities include, but are not limited to: performance of job
description requirements such as participation in division/discipline activities, service on District
committees, student advising, appropriate record-keeping, meeting classes as scheduled, and
posting and maintaining office hours.
C.
Evidence of Continued and Quality Professional Growth – 15 percent.
Professional growth refers to activities which enhance the candidate’s job performance.
Professional growth includes, but is not limited to: participation in District development activities
such as scheduled workshops, and participation in individual development activities such as
advanced course work, relevant continuing education activities, leadership and participation in
professional organizations and conferences, and individual research and publications.
D.
Evidence of Quality Professional Service to the Community/State – 10 percent.
Service to the community refers to activities that enhance the quality of life for a community.
Professional service includes, but is not limited to: leadership or participation in community or
other committees, boards, and organizations, presentation or performances for community or other
groups, community service teaching activities, and professional achievements.
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 3 of 3
Office of the Vice President of Instruction
College Procedure 3.07.02.10, Form #4
THIRD YEAR ADMINISTRATIVE PROGRESS REPORT
EL PASO COMMUNITY COLLEGE
Probationary Faculty Member: _________________________ Discipline: __________________
Probationary Year: __________________ Semester: _______________ Date: _______________
Comments on strengths and weaknesses of the candidate as they relate to the tenure criteria: (use
continuation sheet if necessary). PLEASE PRINT OR TYPE.
STRENGTHS
WEAKNESSES
Evidence of Exemplary Job
Performance (50%)
Evidence of Exemplary
Fulfillment of
Responsibilities (25%)
Evidence of On-Going
Professional Growth
(15%)
Evidence of On-Going
Professional Service to the
Community/State (10%)
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 1 of 3
Overall Comments:
1st Line Administrative Supervisor Signature
Date
2nd Line Administrative Supervisor Signature
Date
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 2 of 3
Tenure Criteria
Consideration of candidates for tenure shall be based on the fulfillment of the following weighted criteria:
A.
Evidence of Outstanding, Superior, and/or Exemplary Job Performance – 50 percent.
Outstanding, Superior and/or Exemplary job performance reflects efforts made to provide
optimum opportunity for student success. Teaching performance includes, but is not limited to:
teaching practices, techniques, classroom style, and efforts made to provide maximum opportunity
for student success. Counselor performance includes, but is not limited to: teaching performance,
marketing/recruitment activities, and participation in counseling center activities. Librarian
performance includes, but is not limited to: library instruction, techniques and practices.
B.
Evidence of Outstanding, Superior, and/or Exemplary Fulfillment of Professional
Responsibilities – 25 percent. Professional responsibilities are defined in the respective faculty
job descriptions. Professional responsibilities include, but are not limited to: performance of job
description requirements such as participation in division/discipline activities, service on District
committees, student advising, appropriate record-keeping, meeting classes as scheduled, and
posting and maintaining office hours.
C.
Evidence of Continued and Quality Professional Growth – 15 percent.
Professional growth refers to activities which enhance the candidate’s job performance.
Professional growth includes, but is not limited to: participation in District development activities
such as scheduled workshops, and participation in individual development activities such as
advanced course work, relevant continuing education activities, leadership and participation in
professional organizations and conferences, and individual research and publications.
D.
Evidence of Quality Professional Service to the Community/State – 10 percent.
Service to the community refers to activities that enhance the quality of life for a community.
Professional service includes, but is not limited to: leadership or participation in community or
other committees, boards, and organizations, presentation or performances for community or other
groups, community service teaching activities, and professional achievements.
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 3 of 3
Office of the Vice President of Instruction
College Procedure 3.07.02.10, Form #5
ADMINISTRATIVE TENURE RECOMMENDATION
EL PASO COMMUNITY COLLEGE
TENURE APPLICANT:___________________________ Discipline:_________________
Probationary Year:__________________ Semester: _______________ Date: ___________
Comments on strengths and weaknesses of the candidate as they relate to the tenure criteria: (use
continuation sheet if necessary). PLEASE PRINT OR TYPE.
STRENGTHS
WEAKNESSES
Evidence of Exemplary Job
Performance (50%)
Evidence of Exemplary
Fulfillment of
Responsibilities (25%)
Evidence of On-Going
Professional Growth
(15%)
Evidence of On-Going
Professional Service to the
Community/State (10%)
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 1 of 3
Overall Comments:
_____________________________________________________________________________________________
There have [ ] have not [ ] been any disciplinary actions involving the candidate in the past five years. (If “have” has been
checked, continue with the next statement).
The above mentioned disciplinary actions were [ ], were not [
] conclusively resolved.
_____________________________________________________________________________________________
RECOMMEND: [
]
Based upon a review of the candidate’s tenure packet materials and on my evaluation of the
candidate, I recommend that tenure be granted.
[
]
Based upon a review of the candidate’s tenure packet materials and on my evaluation of the
candidate, I recommend that tenure not be granted.
__________________________________ __________________________________ _____________________
NAME (print)
SIGNATURE
POSITION TITLE
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 2 of 3
Tenure Criteria
Consideration of candidates for tenure shall be based on the fulfillment of the following weighted criteria:
A.
Evidence of Outstanding, Superior, and/or Exemplary Job Performance – 50 percent.
Outstanding, Superior and/or Exemplary job performance reflects efforts made to provide
optimum opportunity for student success. Teaching performance includes, but is not limited to:
teaching practices, techniques, classroom style, and efforts made to provide maximum opportunity
for student success. Counselor performance includes, but is not limited to: teaching performance,
marketing/recruitment activities, and participation in counseling center activities. Librarian
performance includes, but is not limited to: library instruction, techniques and practices.
B.
Evidence of Outstanding, Superior, and/or Exemplary Fulfillment of Professional
Responsibilities – 25 percent. Professional responsibilities are defined in the respective faculty
job descriptions. Professional responsibilities include, but are not limited to: performance of job
description requirements such as participation in division/discipline activities, service on District
committees, student advising, appropriate record-keeping, meeting classes as scheduled, and
posting and maintaining office hours.
C.
Evidence of Continued and Quality Professional Growth – 15 percent.
Professional growth refers to activities which enhance the candidate’s job performance.
Professional growth includes, but is not limited to: participation in District development activities
such as scheduled workshops, and participation in individual development activities such as
advanced course work, relevant continuing education activities, leadership and participation in
professional organizations and conferences, and individual research and publications.
D.
Evidence of Quality Professional Service to the Community/State – 10 percent.
Service to the community refers to activities that enhance the quality of life for a community.
Professional service includes, but is not limited to: leadership or participation in community or
other committees, boards, and organizations, presentation or performances for community or other
groups, community service teaching activities, and professional achievements.
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 3 of 3
Office of the Vice President of Instruction
College Procedure 3.07.02.10, Form #6
TENURE COMMITTEE MEMBER EVALUATION
EL PASO COMMUNITY COLLEGE
EVALUATOR:
TENURE APPLICANT: _______________________
DISCIPLINE: ________________________
Rate the Tenure Candidate by placing one checkmark in each of the four categories:
Category I – Superior Job Performance
(50%)
Category II – Professional Responsibilities
(25%)
Excellent
Good
Average

50 pts.
Excellent

25 pts.

40 pts.
Good

20 pts.
 30 pts.
Average

15 pts.
Weak

20 pts.
Weak

10 pts.
Poor

10 pts.
Poor

5 pts.
Category III –Professional Growth
(15%)
Excellent

15pts.
Good

Average
Weak
Poor
Category IV – Service to Community/State
(10%)
Excellent

10 pts.
12 pts.
Good

8 pts.

9 pts.
Average

6 pts.

6 pts.
Weak

4 pts.
3 pts.
Poor

2 pts.

(Candidate needs to receive a minimum of 80 points and a score of at least “average” in each category to
become eligible for tenure.)
TOTAL POINTS OF CANDIDATE: _____ + _____ + _____ + _____ = _____
________________________________________
Tenure Committee Member Signature
___________________________________
Date
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 1 of 1
Office of the Vice President of Instruction
College Procedure 3.07.02.10, Form #7
TENURE COMMITTEE RECOMMENDATION
EL PASO COMMUNITY COLLEGE
Tenure Applicant:_____________________________________ Discipline:_________________
Probationary Year:________________________ Date:_________________________________
Tenure Committee’s Summary Recommendation:
Based upon a review of the candidate’s tenure packet materials, interview and on our evaluation of the
candidate:
[ ] Recommend granting tenure
[ ] Recommend not granting tenure
[ ] Recommend extending probationary status for a sixth year; the extenuating
circumstances are described below.
Individual Recommendations:
__________________________
Print Name
____________________________
Signature
___________
Date
[ ] Recommend granting tenure
[ ] Recommend not granting tenure
[ ] Recommend extending probationary status for a sixth year
______________________________________________________________________________
_____________________________ ____________________________
Print Name
Signature
__________
Date
[ ] Recommend granting tenure
[ ] Recommend not granting tenure
[ ] Recommend extending probationary status for a sixth year
______________________________________________________________________________
_____________________________ ________________________________
Print Name
Signature
____________
Date
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 1 of 3
[ ] Recommend granting tenure
[ ] Recommend not granting tenure
[ ] Recommend extending probationary status for a sixth year
______________________________________________________________________________
_____________________________ ________________________________
Print Name
Signature
____________
Date
[ ] Recommend granting tenure
[ ] Recommend not granting tenure
[ ] Recommend extending probationary status for a sixth year
______________________________________________________________________________
_____________________________ ________________________________
Print Name
Signature
____________
Date
[ ] Recommend granting tenure
[ ] Recommend not granting tenure
[ ] Recommend extending probationary status for a sixth year
______________________________________________________________________________
_____________________________ ________________________________
Print Name
Signature
___________
Date
[ ] Recommend granting tenure
[ ] Recommend not granting tenure
[ ] Recommend extending probationary status for a sixth year
______________________________________________________________________________
_____________________________ ________________________________
Print Name
Signature
___________
Date
[ ] Recommend granting tenure
[ ] Recommend not granting tenure
[ ] Recommend extending probationary status for a sixth year
______________________________________________________________________________
_____________________________ ________________________________
Print Name
Signature
___________
Date
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 2 of 3
[ ] Recommend granting tenure
[ ] Recommend not granting tenure
[ ] Recommend extending probationary status for a sixth year
______________________________________________________________________________
_____________________________ ________________________________
Print Name
Signature
___________
Date
[ ] Recommend granting tenure
[ ] Recommend not granting tenure
[ ] Recommend extending probationary status for a sixth year
______________________________________________________________________________
Delineation of extenuating circumstances warranting sixth probationary year:
______________________________________________________________________________
__________________________________
Print Administrative Liaison
___________________________
Signature
____________
Date
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 3 of 3
Office of the Vice President of Instruction
College Procedure 3.07.02.10, Form #8
FIFTH YEAR PEER REVIEW COMMITTEE
RECOMMENDATION
EL PASO COMMUNITY COLLEGE
Tenure Applicant:_____________________________________ Discipline:_________________
Probationary Year:__________________ Semester: _______________ Date: _______________
Comments on strengths and weaknesses of the candidate as they relate to the tenure criteria: (use
continuation sheet if necessary). PLEASE PRINT OR TYPE.
STRENGTHS
WEAKNESSES
Evidence of Exemplary Job
Performance (50%)
Evidence of Exemplary
Fulfillment of
Responsibilities (25%)
Evidence of On-Going
Professional Growth
(15%)
Evidence of On-Going
Professional Service to the
Community/State (10%)
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 1 of 3
Overall Comments:
Signature:
Member’s Name (type):
Signature:
Member’s Name (type):
Signature:
Member’s Name (type):
Signature:
Member’s Name (type):
Signature:
Member’s Name (type):
[
[
] Candidate appears suited for tenure
] Candidate appears not to be suited for tenure
[
[
Date:
] Candidate appears suited for tenure
] Candidate appears not to be suited for tenure
[
[
Date:
] Candidate appears suited for tenure
] Candidate appears not to be suited for tenure
[
[
Date:
] Candidate appears suited for tenure
] Candidate appears not to be suited for tenure
[
[
Date:
] Candidate appears suited for tenure
] Candidate appears not to be suited for tenure
Date:
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 2 of 3
Tenure Criteria
Consideration of candidates for tenure shall be based on the fulfillment of the following weighted criteria:
A.
Evidence of Outstanding, Superior, and/or Exemplary Job Performance – 50 percent.
Outstanding, Superior and/or Exemplary job performance reflects efforts made to provide
optimum opportunity for student success. Teaching performance includes, but is not limited to:
teaching practices, techniques, classroom style, and efforts made to provide maximum opportunity
for student success. Counselor performance includes, but is not limited to: teaching performance,
marketing/recruitment activities, and participation in counseling center activities. Librarian
performance includes, but is not limited to: library instruction, techniques and practices.
B.
Evidence of Outstanding, Superior, and/or Exemplary Fulfillment of Professional
Responsibilities – 25 percent. Professional responsibilities are defined in the respective faculty
job descriptions. Professional responsibilities include, but are not limited to: performance of job
description requirements such as participation in division/discipline activities, service on District
committees, student advising, appropriate record-keeping, meeting classes as scheduled, and
posting and maintaining office hours.
C.
Evidence of Continued and Quality Professional Growth – 15 percent.
Professional growth refers to activities which enhance the candidate’s job performance.
Professional growth includes, but is not limited to: participation in District development activities
such as scheduled workshops, and participation in individual development activities such as
advanced course work, relevant continuing education activities, leadership and participation in
professional organizations and conferences, and individual research and publications.
D.
Evidence of Quality Professional Service to the Community/State – 10 percent.
Service to the community refers to activities that enhance the quality of life for a community.
Professional service includes, but is not limited to: leadership or participation in community or
other committees, boards, and organizations, presentation or performances for community or other
groups, community service teaching activities, and professional achievements.
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 3 of 3
Office of the Vice President of Instruction
College Procedure 3.07.02.10, Peer Review Evaluation Form - Teaching Faculty
PEER REVIEW COMMITTEE
EVALUATION FORM
Review of Tenure Portfolio - Teaching Faculty
(To be shredded after use)
p
Candidate:
p
Table of Contents:
Resume/Curriculum Vitae: p
I. Evidence of Outstanding, Superior and/or
Exemplary Job Performance (50%)
A.
NOTES
All Evaluations of Teaching Faculty
Member for Each Academic Year
1. Student Survey of Instructor’s
Performance
2. Classroom Performance Evaluations
3. Faculty Self-Evaluation and Reflection
Reports
4. Composite Evaluations for Full-Time
Teaching Faculty
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 1 of 6
5. Third-Year Progress Report &
Third-Year Peer Review Evaluation
B.
NOTES
Course Materials for a Selected Course
1. Original Classroom Handouts
2. Course Syllabus or an Addendum to a
Departmental Syllabus
3. Original Transparencies
4. Original Study Guides
5. Original Teaching/Learning Aids
6. Original Multimedia Teaching
Materials
C.
New Course Development
1. Outline
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 2 of 6
2. Syllabus
NOTES
3. Learning Activity
4. Exam
5. Verification of Administrative
Supervisor
D.
Major Revisions of Established Courses
1. Explanation of Work
2. Verification of Administrative
Supervisor
3. Outline
E.
Other Evidence Exemplary Teaching
Performance
1. Letter of
Appreciation/Commendation
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 3 of 6
NOTES
2. Certificates
3. Awards
4. Other Special Recognition
II. Evidence of Outstanding Superior and/or
Exemplary Professional Responsibilities (25%)
A.
Membership on College Standing
Committees
B.
Membership on Division/Department
Committees
Discipline Committees
C.
Non-Instructional College Assignments
1. Dates of Assignments
2. Nature of Assignments
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 4 of 6
D.
Sponsorship of College Approved Student
Organizations
NOTES
III. Evidence of Continued and Quality
Professional Growth (15%)
A.
Faculty Development Workshops
B.
Professional Development
1. Institutes
2. Seminars
3. Workshops
4. Conferences
C.
Other College Sponsored Professional
Activities
D.
Degrees Earned
Courses Completed
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 5 of 6
E.
Current Membership in of Professional
Organizations
F.
Documentation of Licensure or
Certification in Professional Field
G.
Other Evidence of Professional Growth
NOTES
IV. Evidence of Quality Professional Service to
Community State (10%)
A.
Community Organizations
B.
Lectures, Workshops, and Projects
C.
Services to Area Schools
D.
Services to State
V. Summary Self-Evaluation
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 6 of 6
Office of the Vice President of Instruction
College Procedure 3.07.02.10, Peer Review Evaluation Form - Counseling Faculty
PEER REVIEW COMMITTEE
EVALUATION FORM
Review of Tenure Portfolio – Counseling Faculty
(To be shredded after use)
p
Candidate:
p
Table of Contents:
Resume/Curriculum Vitae: p
I. Evidence of Outstanding, Superior and/or
NOTES
Exemplary Job Performance (50%)
A.
Evaluations of Counseling Faculty
Member for each Academic Year
1. Student Survey of Counselor
Performance Evaluation
2. New Student Orientation Survey
Evaluations
3. Faculty Self-Evaluation and
Reflection Reports
4. Composite Evaluations
5. Third-Year Progress Report &
Third-Year Peer Review Evaluation
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 1 of 7
B.
Counseling Faculty Performance
NOTES
1. New Student Orientation
2. Course Advisement Forms
3. Degree Plans
4. Student Petitions
5. Add/Drop
6. Graduation Application
7. Change of Major
8. Other Program Related Forms
C.
Special Counseling Department
1. Student Development Workshops
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 2 of 7
2. Staff/Faculty Workshops
NOTES
3. Other Evidence of Special
Assignments
D.
Other Exemplary Job Performance
1. Letter of Appreciation/Commendation
2. Certificates
3. Awards
4. Other Special Recognition
E.
Teaching Performance
1. Evaluations
2. Course Material
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 3 of 7
3. Other Evidence of Exemplary
Teaching Performance
NOTES
II. Evidence of Outstanding Superior and/or
Exemplary Fulfillment of Professional
Responsibilities (25%)
A.
College Standing Committees
B.
Division/Department Committees
Discipline Committees
C.
Non-Instructional College Assignments
1. Dates of Assignments
2. Nature of Assignments
D.
Sponsorship of College Approved
Student Organizations
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 4 of 7
III.
Evidence of Continued and Quality
Professional Growth (15%)
A.
Faculty Development Workshops
B.
Professional Development
NOTES
1. Institutes
2. Seminars
3. Workshops
4. Conferences
C.
Other College Sponsored
Professional Activities
D.
Degrees Earned
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 5 of 7
Courses Completed
E.
Current Membership in Professional
Organizations
F.
Documentation of Licensure or
Certification in Professional Field
G.
Other Evidence of Professional Growth
NOTES
IV. Evidence of Professional Service to
Community/State (10%)
A.
Community Organizations
B.
Lectures, Workshops, and Projects
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 6 of 7
C.
Services to Area Schools
D.
Services to State
NOTES
V. Summary Self-Evaluation
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 7 of 7
Office of the Vice President of Instruction
College Procedure 3.07.02.10, Peer Review Evaluation Form - Librarian Faculty
PEER REVIEW COMMITTEE
EVALUATION FORM
Review of Tenure Portfolio – Librarian Faculty
(To be shredded after use)
p
Candidate:
Table of Contents: p
Resume/Curriculum Vitae: p
I. Evidence of Outstanding, Superior and/or
Exemplary Job Performance (50%)
A.
NOTES
Evaluations Of Library Faculty
Member for Each Academic Year
1. Student Surveys of Library
Instruction Summary Forms
2. Classroom Performance
Evaluations
3. Faculty Self-Evaluation and
Reflection Reports
4. Composite Evaluations
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 1 of 6
5. Third-Year Progress Report &
Third-Year Peer Review Evaluation
B.
NOTES
Library Support to Students &
Patrons
1. Library Skills Instruction
2. Original Research/Teaching Aids
3. Student/Patron Tours
C.
Development & Organization of
Library Collection
1. Selection
2. Acquisitions
3. Development
4. Organization
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 2 of 6
D.
Liaison Responsibilities
E.
Other Exemplary Job Performance
NOTES
1. Letter of Appreciation/Commendation
2. Certificates
3. Awards
4. Other Special Recognition
II. Evidence of Outstanding Superior and/or
Exemplary Fulfillment of Professional
Responsibilities (25%)
A.
Member on College Standing
Committees
B.
Member on Division/Department
Committees
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 3 of 6
Discipline Committees
C.
NOTES
Non-Librarian College Assignments
1. Dates of Assignments
2. Nature of Assignments
D.
Sponsorship of College Approved
Student Organizations
III. Evidence of Continued and Quality
Professional Growth (15%)
A.
Faculty Development Workshops
B.
Professional Development
1. Institutes
2. Seminars
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 4 of 6
3. Workshops
NOTES
4. Conferences
C.
Other College Sponsored
Professional Activities
D.
Degrees Earned
Courses Completed
E.
Current Membership in Professional
Organizations
F.
Documentation of Licensure or
Certification in Professional Field
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 5 of 6
G.
Other Evidence of Professional Growth
NOTES
IV. Evidence of Quality Professional Service
to Community/State (10%)
A.
Community Organizations
B.
Lectures, Workshops, and Projects
C.
Services to Area Schools
D.
Services to State
V. Summary Self-Evaluation
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 6 of 6
College Procedure 3.07.02.10
TENURE COMMITTEE
EVALUATION FORM
Review of Tenure Portfolio - Teaching Faculty
(To be shredded after use)
p
Candidate:
Table of Contents: p
Resume/Curriculum Vitae: p
I. Evidence of Outstanding, Superior and/or
Exemplary Job Performance (50%)
A.
NOTES
All Evaluations of Teaching Faculty
Member for Each Academic Year
1. Student Survey of Instructor’s
Performance
2. Classroom Performance Evaluations
3. Faculty Self-Evaluation and Reflection
Reports
4. Composite Evaluations for Full-Time
Teaching Faculty
5. Third-Year Progress Report & ThirdYear Peer Review Evaluation
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 1 of 6
B.
Course Materials for a Selected Course
NOTES
1. Original Classroom Handouts
2. Course Syllabus or an Addendum to a
Departmental Syllabus
3. Original Transparencies
4. Original Study Guides
5. Original Teaching/Learning Aids
6. Original Multimedia Teaching
Materials
C.
New Course Development
1. Outline
2. Syllabus
3. Learning Activity
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 2 of 6
4. Exam
NOTES
5. Verification of Administrative
Supervisor
D.
Major Revisions of Established Courses
1. Explanation of Work
2. Verification of Administrative
Supervisor
3. Outline
E.
Other Evidence Exemplary Teaching
Performance
1. Letter of Appreciation/Commendation
2. Certificates
3. Awards
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 3 of 6
4. Other Special Recognition
NOTES
II. Evidence of Outstanding Superior and/or
Exemplary Professional Responsibilities (25%)
A.
Membership on College Standing
Committees
B.
Membership on Division/Department
Committees
Discipline Committees
C.
Non-Instructional College Assignments
1. Dates of Assignments
2. Nature of Assignments
D.
Sponsorship of College Approved Student
Organizations
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 4 of 6
III. Evidence of Continued and Quality
Professional Growth (15%)
A.
Faculty Development Workshops
B.
Professional Development
NOTES
1. Institutes
2. Seminars
3. Workshops
4. Conferences
C.
Other College Sponsored Professional
Activities
D.
Degrees Earned
Courses Completed
E.
Current Membership in of Professional
Organizations
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 5 of 6
F.
Documentation of Licensure or
Certification in Professional Field
G.
Other Evidence of Professional Growth
NOTES
IV. Evidence of Quality Professional Service to
Community State (10%)
A.
Community Organizations
B.
Lectures, Workshops, and Projects
C.
Services to Area Schools
D.
Services to State
V. Summary Self-Evaluation
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 6 of 6
College Procedure 3.07.02.10
TENURE COMMITTEE
EVALUATION FORM
Review of Tenure Portfolio – Counseling Faculty
(To be shredded after use)
Candidate:
p
Table of Contents:
p
Resume/Curriculum Vitae: p
I. Evidence of Outstanding, Superior and/or
Exemplary Job Performance (50%)
A.
NOTES
Evaluations of Counseling Faculty
Member for each Academic Year
1. Student Survey of Counselor
Performance Evaluation
2. New Student Orientation Survey
Evaluations
3. Faculty Self-Evaluation and
Reflection Reports
4. Composite Evaluations
5. Third-Year Progress Report &
Third-Year Peer Review Evaluation
B.
Counseling Faculty Performance
1. New Student Orientation
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 1 of 7
2. Course Advisement Forms
NOTES
3. Degree Plans
4. Student Petitions
5. Add/Drop
6. Graduation Application
7. Change of Major
8. Other Program Related Forms
C.
Special Counseling Department
1. Student Development Workshops
2. Staff/Faculty Workshops
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 2 of 7
3. Other Evidence of Special
Assignments
D.
NOTES
Other Exemplary Job Performance
1. Letter of Appreciation/Commendation
2. Certificates
3. Awards
4. Other Special Recognition
E.
Teaching Performance
1. Evaluations
2. Course Material
3. Other Evidence of Exemplary
Teaching Performance
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 3 of 7
II. Evidence of Outstanding Superior and/or
Exemplary Fulfillment of Professional
Responsibilities (25%)
A.
College Standing Committees
B.
Division/Department Committees
NOTES
Discipline Committees
C.
Non-Instructional College Assignments
1. Dates of Assignments
2. Nature of Assignments
D.
III.
Sponsorship of College-Approved
Student Organizations
Evidence of Continued and Quality
Professional Growth (15%)
A.
Faculty Development Workshops
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 4 of 7
B.
Professional Development
NOTES
1. Institutes
2. Seminars
3. Workshops
4. Conferences
C.
Other College Sponsored Professional
Activities
D.
Degrees Earned
Courses Completed
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 5 of 7
E.
Current Membership in Professional
Organizations
F.
Documentation of Licensure or
Certification in Professional Field
G.
Other Evidence of Professional Growth
NOTES
IV. Evidence of Professional Service to
Community/State (10%)
A.
Community Organizations
B.
Lectures, Workshops, and Projects
C.
Services to Area Schools
D.
Services to State
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 6 of 7
V. Summary Self-Evaluation
NOTES
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 7 of 7
College Procedure 3.07.02.10
TENURE COMMITTEE
EVALUATION FORM
Review of Tenure Portfolio – Librarian Faculty
(To be shredded after use)
p
Candidate:
Table of Contents: p
Resume/Curriculum Vitae: p
I. Evidence of Outstanding, Superior and/or
Exemplary Job Performance (50%)
A.
NOTES
Evaluations Of Library Faculty
Member for Each Academic Year
1. Student Surveys of Library
Instruction Summary Forms
2. Classroom Performance
Evaluations
3. Faculty Self-Evaluation and
Reflection Reports
4. Composite Evaluations
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 1 of 7
5. Third-Year Progress Report &
Third-Year Peer Review Evaluation
B.
NOTES
Library Support to Students &
Patrons
1. Library Skills Instruction
2. Original Research/Teaching Aids
3. Student/Patron Tours
C.
Development & Organization of
Library Collection
1. Selection
2. Acquisitions
3. Development
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 2 of 7
NOTES
4. Organization
D.
Liaison Responsibilities
E.
Other Exemplary Job Performance
1. Letter of Appreciation/Commendation
2. Certificates
3. Awards
4. Other Special Recognition
II. Evidence of Outstanding Superior and/or
Exemplary Fulfillment of Professional
Responsibilities (25%)
A.
Member on College Standing
Committees
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 3 of 7
B.
Member on Division/Department
Committees
NOTES
Discipline Committees
C.
Non-Librarian College Assignments
1. Dates of Assignments
2. Nature of Assignments
D.
Sponsorship of College Approved
Student Organizations
III. Evidence of Continued and Quality
Professional Growth (15%)
A.
Faculty Development Workshops
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 4 of 7
B.
Professional Development
NOTES
1. Institutes
2. Seminars
3. Workshops
4. Conferences
C.
Other College Sponsored
Professional Activities
D.
Degrees Earned
Courses Completed
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 5 of 7
E.
Current Membership in Professional
Organizations
F.
Documentation of Licensure or
Certification in Professional Field
G.
Other Evidence of Professional Growth
NOTES
IV. Evidence of Quality Professional Service
to Community/State (10%)
A.
Community Organizations
B.
Lectures, Workshops, and Projects
C.
Services to Area Schools
D.
Services to State
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 6 of 7
V. Summary Self-Evaluation
NOTES
EPCC does not discriminate on the basis of race, color, national origin, religion, gender, age or disability.
Page 7 of 7