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Form 105096 Rev. 10/14 Faculty Development and Evaluation Plan for Associate Instructors Listed below are the performance expectations used to evaluate associate instructors. These performance expectations

How to fill out faculty development and evaluation

How to fill out faculty development and evaluation:

1. Start by gathering all necessary information and documentation related to the faculty member being evaluated. This can include their teaching evaluations, student feedback, research publications, and any relevant professional development activities.
2. Review the evaluation criteria and guidelines provided by your institution or organization. This will help you understand the specific areas that need to be assessed and the expectations for faculty performance.
3. Begin filling out the evaluation form by providing basic information about the faculty member, such as their name, department, and position.
4. Evaluate the faculty member's teaching performance. This can be done by reviewing their course syllabi, observing their classroom teaching, and analyzing student feedback. Assess their ability to engage students, use effective teaching methods, and evaluate student learning outcomes.
5. Assess the faculty member's research and scholarly activities. Consider their productivity in terms of publications, grant funding, conference presentations, and collaborations with other researchers. Evaluate the impact and significance of their research contributions.
6. Evaluate the faculty member's service and professional development activities. This can include their participation in departmental committees, leadership roles in professional organizations, mentorship of students, and engagement in community outreach. Assess their dedication to advancing their field and contributing to their institution.
7. Provide specific, constructive feedback for each section of the evaluation form. Highlight both strengths and areas for improvement, offering suggestions for further professional development or mentorship opportunities.
8. Summarize your evaluation findings and provide an overall recommendation for the faculty member's development and advancement. Make sure to justify your recommendations based on the evidence and information gathered during the evaluation process.

Who needs faculty development and evaluation?

1. New faculty members: Faculty development and evaluation is particularly important for new faculty members who are still adjusting to their roles and responsibilities in an academic setting. It helps identify areas where they may need additional support and professional development to enhance their performance.
2. Tenure-track faculty: Faculty development and evaluation is crucial for tenure-track faculty who are aiming for tenure and promotion. It helps guide their professional growth and ensure they meet the criteria and expectations set by their institution.
3. Tenured faculty: Even after achieving tenure, faculty members can benefit from ongoing development and evaluation to enhance their teaching, research, and service activities. It supports continuous improvement, encourages innovative teaching practices, and allows for recognition and support for their contributions.
4. Institutions and organizations: Faculty development and evaluation is essential for institutions and organizations to ensure that their faculty members are meeting the standards of excellence in teaching, research, and service. It helps maintain quality and accountability within the academic community.

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