FacultyEvalPlanSVCCfinal

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semester (i.e. by the end of the calendar year). All other relevant policies and procedures covered in the APPDOs section of the plan will apply to the faculty member after consulting with the dean. 24
25 REWARD AND RECOGNITION PLAN Introduction Purpose and philosophy. The Reward and Recognition Plan is intended to honor full-time teaching faculty whose exceptional professional accomplishments, contributions, and activities support the mission of the college and the Virginia Community College System (VCCS), promote a vigorous learning environment, and demonstrate extraordinary talent and potential in one or more performance domains: Teaching, Scholarly and Creative Engagement, Institutional Responsibility, and Service. All full-time teaching faculty in the Virginia Community College System are expected to meet high standards of performance expectations as prescribed elsewhere in this Faculty Development and Evaluation Plan. However, for faculty who substantially exceed those expectations in one or more domains of faculty activity, the college has designed this Reward and Recognition Plan to provide meaningful and timely recognition of professional excellence. The Reward and Recognition Program is designed to acknowledge and laud exceptional faculty accomplishments, contributions, and activities that support the mission of the college. Because such instances of professional excellence among faculty may be observed by students, adjunct faculty, fulltime teaching faculty, staff, or administrators, the Reward and Recognition Plan provides opportunities for any member of the college community to nominate faculty for reward or recognition. In addition, the Reward and Recognition Plan offers sufficient flexibility to honor a variety of extraordinary accomplishments, contributions, and activities that are relevant to teaching faculty. Nominations for Recognition may come from the faculty member or their dean or any other stakeholder. Nominations for Reward will come from a faculty member, dean, or other employees of the college or VCCS. Reward and Recognition award recipients will be recommended by a committee comprised of a majority of full-time teaching faculty. The Reward and Recognition Plan adheres to a culture of evidence, in the belief that a faculty member’s documentary record of exceptional performance should be sufficient to establish the nature and extent of the faculty member’s participation, effectiveness, and achievement for which the reward or recognition is bestowed. The existence of the Reward and Recognition Plan shall not prevent the college from evaluating the financial feasibility of providing merit-based pay increases in any given year. Consequently, if such a plan is determined to be feasible, the plan would be within the guidelines authorized by the VCCS System Office and would require the approval of the Chancellor. Faculty Reward and Recognition Committee. At the beginning of each academic year, the president of the college will appoint members of the Faculty Reward and Recognition Committee. Six full-time teaching faculty members shall constitute a majority of the membership of the committee. The committee membership will also include at least one academic dean or higher-level academic administrator, at least one Student Services representative, and at least one Human Resources representative.
Page 1 and 2: Southside Virginia Community Colleg
Page 3 and 4: 3 Resolving Differences between Obj
Page 5 and 6: 5 DEFINITIONS Annual Performance an
Page 7 and 8: 7 OVERVIEW OF THE FULL-TIME FACULTY
Page 9 and 10: 9 TIMETABLE Goals APPDOs are to be
Page 11 and 12: 11 3. Evaluations for faculty in mu
Page 13 and 14: 13 DEVELOPMENT & EVALUATION PROCESS
Page 15 and 16: 15 Teaching faculty members will re
Page 17 and 18: 17 Self-evaluation. Faculty members
Page 19 and 20: 19 Faculty members who achieve a
Page 21 and 22: 21 ANNUAL PERFORMANCE AND PROFESSIO
Page 23: 23 B). During this conference, the
Page 27 and 28: 27 Plan. These funds are specifical
Page 29 and 30: 29 Review and Selection (Learning E
Page 31 and 32: 31 a brief summary of the rationale
Page 33 and 34: 33 contribution, or activity was in
Page 35 and 36: 35 APPENDICES Appendix A: First-Yea
Page 37 and 38: 37 Appendix B: Full Time Faculty Pl
Page 39 and 40: 39 Appendix C: Calendar of Due Date
Page 41 and 42: 41 Definition: Creating a learning
Page 43 and 44: 43 improvement and implement an act
Page 45 and 46: 45 ● Engage in one or more servic
Page 47 and 48: 47 Appendix E: Faculty Evaluation F
Page 49 and 50: 49 ● ● ● ● ● Respond prom
Page 51 and 52: 51 ● ● ● ● ● ● ● ●
Page 53 and 54: 53 Overall Evaluation of Performanc
Page 55 and 56: 55 Standard: For each component of
Page 57 and 58: 57 for students after they exit a c
Page 59 and 60: 59 ● Engage in and document one o
Page 61 and 62: 61 ● ● Document satisfactory at
Page 63 and 64: 63 Instructional Effectiveness Inst
Page 65 and 66: 65 Appendix H: Class Observation As
Page 67 and 68: 67 Part 2: Assessment (To be comple
Page 69 and 70: 69 Part 3: Response (To be complete
Page 71 and 72: 71 Learning Environment Award Nomin
Page 73 and 74: 73 Faculty Award for Professional E
Page 75 and 76:
75 Application for Professional Exc
Page 77 and 78:
Page 79 and 80:
Page 81 and 82:
Page 83 and 84:
83 Appendix K: Student End-of-Cours
Page 85:
85 17. Overall, this instructor was
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