The Tenure Review and Evaluation Process

New and Improved

Why update the tenure process?

Title V changes mandate that: “The evaluation of district employees must include consideration of an employee’s demonstrated, or progress toward, proficiency in diversity, equity, inclusion, and accessibility (DEIA)-related competencies that enable work with diverse communities…. District employees must have or establish proficiency in DEIA-related performance to teach, work, or lead within California community college.”

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We saw this as a golden opportunity to make some changes!

TitleV. To advance DEIA principles in CCCs employment, districts shall:

(1) include DEIA competencies and criteria as a minimum standard for evaluating the performance of all employees;

(2) ensure that evaluators have a consistent understanding of how to evaluate employees on DEIA competencies and criteria;

(3) set clear expectations regarding employee performance related to DEIA principles, appropriately tailored to the employee’s classification;

(4) place significant emphasis on DEIA competencies in employee evaluation and tenure review processes to support employee growth, development, and career advancement;

(5) ensure professional development opportunities support employee development of DEIA competencies that contribute to an inclusive campus and classroom culture and equitable student outcomes;

(6) ensure an evaluation process that provides employees an opportunity to demonstrate their understanding of DEIA and anti-racist competencies.

(7) include proposed or active implementation goals to integrate DEIA principles as a part of the district’s Equal Employment Opportunity Plan….

Faculty Specific DEIA Obligations

(a) Faculty members shall employ teaching, learning, and professional practices that reflect DEIA and anti-racist principles, and in particular, respect for, and acknowledgement, of the diverse backgrounds of students and colleagues to improve equitable student outcomes and course completion

First steps: Consider options and ask for input

After looking at processes of several CCCs, we gathered together a list of different ways that the tenure process can look.

We then polled faculty. Response rate was low, but the majority of faculty…

• Want a simpler process, with streamlined steps to completion.
• Want fewer people involved in direct contact with the evaluatee.
• Don’t want to change the overall structure.
• Support a better first-year experience for onboarding new faculty, with revised timeline.

Designing a new process

Major changes -

• Better onboarding and support, with professional development.
• Revised timeline for Probationary Faculty, for more relevant assessment.
• Fewer Worksite Observations (WSOs).
• More focused guidelines on submission of materials.

Minor changes -

• Include DEIA principles in Student Evals and WSO Forms.
• Update DE forms - include language of regular and substantive contact.

Not changed -

• 2 levels of review: 1st Dean/Admin & Peer Evaluator, 2nd TRC.
• Only one Peer Evaluator required (2 strongly recommended)

Major Change: 3-credit course to support First Year Faculty

• Provide onboarding for new faculty
• Mentor faculty in tenure process
• Focus on Teaching
• Training in IDEAA principles
• Training in Distance Ed.
• Open to ALL faculty, including adjuncts and seasoned faculty.

Currently Teaching Academy - taught by Travis Williams

• First contact and mentor for new faculty.
• Experienced in both F2F and DE (POCR certification?)

ARTICLE 14 (suggested changes for negotiation 2024).docx - Google Docs

Major Change: Load

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A 3 credit reduction in load for First Year Probationary Faculty.

• Offset the time required in the 3-credit course.
• Honor the Faculty’s time and efforts.

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A cap on overload of 15% for Faculty in the Tenure Process.

• Don’t overburden new faculty with extra classes.
• New faculty can focus on pedagogy, professional development and learning their way around Hartnell’s system.

Major Change: WSO Logistics

• 4 WSOs in the first semester -
• count toward First Year tenure file.
• 2 WSOs per semester -
• SP/FA count in Current Year file.
• i.e. SP 24 and FA 24 both are used in the 2024 Tenure File.
• WSOs split evenly between the Dean/Admin and the Peer Evaluator.
• If an extra Peer is added, they take one of the Dean’s WSOs.

Revised timeline

• Reports due from Candidate Nov 15
• Other dates shifted to match.
• Allows for submission of dossier and Dean's report by end of December.

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Major Change: Submission of Materials

Old model: Submit everything you can think of for every class you’ve ever taught!

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New model: Candidates will be advised to submit

• a syllabus
• lesson plan
• handouts
• assessment questions

all related to the class period to be observed during the WSO.

Minor but necessary changes - Forms

• Include DEIA principles in Student Evals and Worksite Observation Forms.
• Update DE forms - also include language of regular and substantive contact.

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Old version of both for comparison

What’s left to do?

Need to update forms for all other constituencies: Adaptive PE, Athletic Trainer, Coaching, Counseling, Instructional Specialist, Librarian.

Update the Quick Reference Guide with new dates and expectations.

• Include sample Reports.

Write up a rubric (with input from VP Ram) for deans and candidates.

• Helps deans in assessment.
• Helps candidates to know what to expect.