Thus the evaluation process must operate independently of an individual faculty member's tenured status. The review undertaken within the evaluation process must reflect the nature of the individual's field of expertise and must conform to fair and reasonable expectations as recognized by faculty peers in each Division or Discipline. The review will not be conducted in an arbitrary or capricious manner and will be in accordance with agreed upon procedures. The Community College Classification Guideline give general statements of the duties and responsibilities, as well as, the minimum qualification for each class and range of faculty. These expectations, whether those contained in the Community College Classification Guidelines or those specific to a given Division, should be brought to the attention of all faculty members in the Division and new members when they join the Division.
Faculty members are in a unique position to know the full range of their professional activities.
These documents may serve as the basis for the self-assessment and review, or the faculty member may choose to use the form provided through the Office of the Chancellor for community Colleges. This should be considered part of the routine collection of information for use by the Community Colleges. Before the close of each academic year, the Division Chair, in consultation with the Provost, will determine the list of faculty members whose work has not been reviewed for contract renewal, promotion, tenure, or receipt of a merit salary increase during the preceding five years, and who are therefore due to have their professional activities reviewed during the coming academic year. All such information should be in the Division Chair's Office by September 15 of the academic year in which the review is to be conducted. In the case of faculty members providing instruction at more than one campus, the review will be confined to the home campus of the faculty member.