Accreditation - Hartnell College!!

Institutional Self Evaluation – 12-05-12
parties could not agree on the issue of whether academic chairs could perform faculty
evaluations. With no deans, and faculty chairs not performing evaluations, the evaluations of
part-time faculty became backlogged. Academic chairs was declared a dead issue.
The Academic Affairs Office was reorganized again in fall 2011, bringing back several dean
positions. This, too, met with difficulty, as the college now faced a fine for coming short of
its 50% obligation. Although it successfully obtained an exemption, at the end of that school
year, in response to budgetary issues and concerns about both the 50% law and its faculty
obligation number (since two of the new dean positions were quite ably being filled by
faculty in interim roles), the college eliminated three of the new dean positions it had just
created.
These changes and the diminishing resources to apply to non-faculty positions have made
regular evaluations of part-time faculty a challenge.
EVALUATION OF CLASSIFIED STAFF
All classified staff (CSEA, L-39, and confidential staff) are evaluated periodically by their
supervisors, according to written criteria that includes the assessment of performance of
assigned duties, the quality and quantity of work, working relationship and attitudes,
organizational and team relationships, work habits, and attendance. Employees are evaluated
on the basis of the specific job duties listed in an employee‘s job descriptions, and the
evaluations must be based on the personal knowledge and observation of the supervisor.
(except that the CSEA evaluation allows a supervisor to use the knowledge of appropriate
third parties if substantiated by the supervisor).
Probationary employees are evaluated at least twice before the end of their probationary
period. For CSEA, this period is nine months, for confidential and L-39, the period is 12
months. Thereafter, employees are evaluated at least once every two years.
The evaluation procedures for the CSEA (article 7 of the CBA) and L-39 (article 31) are
substantially similar. The classified staff evaluation procedures require that the supervisor
and employee meet to discuss the evaluation and for the supervisor to give specific
recommendation and direction to the employee. If a plan of improvement or assistance is
warranted, the supervisor and employee develop the plan together.
Both the employee and supervisor sign the evaluation, and employees are given a copy of the
evaluation at the evaluation meeting. A copy is placed in the employee‘s personnel file. A
process exists for employees to appeal all or part of an evaluation to the next level manager.
The evaluation results in ratings on each of the seven criteria that range from
―Unsatisfactory/performance deficient‖ to ―exceeds expected standards.‖ Two classified
groups have are rated on a five-point scale. Through the bargaining process, the CSEA‘s tool
was recently changed to a three-point scale. For probationary employees, the evaluation will
include a recommendation regarding continued employment.
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