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What are “rehire rights”?
In the fall of 2003, the new
rehire rights contract change went into effect, along with a new
evaluation process developed to assess, reward or improve part-time
faculty teaching, professional growth and community/student involvement.
The benefits of rehire rights are two-fold; firstly, part-timers on the
rehire rights list are guaranteed one class per semester before others
who are not on the list, and secondly, an adjunct faculty member on the
rehire list who is denied a class for a semester because of low
enrollment or “bumping” by a full-timer must be hired back the next
semester by the district before other part-time teachers (who are not on
the list) or new hires are given a course.
How do I qualify for the rehire list?
A part-timer must receive an
“exceeds professional standards” on his/her evaluation to qualify for
the rehire list. A part-timer who achieves this designation and who has
taught for the district prior to fall 2003 will be immediately eligible
for placement on the list. Part-time faculty who began teaching after
fall 2003 must wait seven semesters and obtain an “exceeds professional
standards” on two evaluations within that timeframe to be placed on the
rehire list.
What are the criteria for an “exceeds professional standards”
designation?
The evaluation form states that
“The instructor/counselor/librarian is innovative, engaging, and creates
a learning environment that produces an outstanding educational
experience for the students. Students come away excited and
knowledgeable about the subject. Exemplary performance outside the
classroom may also be considered.”
What does the evaluation take into account?
The evaluation generally includes
three parts: a written self-evaluation by the part-timer, a written
evaluation of a classroom or office visit by the division chairperson
(or his/her designee), and student evaluations. The part-time evaluatee
must be offered an optional self-evaluation that should be returned to
the evaluator before a classroom or office visit takes place. This
document allows the part-timer to present information regarding changes
in teaching style, courses taken that relate to the field of expertise
or pedagogy, professional accomplishments, support of student
activities, campus programs attended, and department or committee
involvement. Attached to this report should be a copy of course syllabi,
course outlines, handouts, examples of tests, and/or certificates from
professional development courses attended. If a particular class may not
be appropriate to watch because a test is being given or some other
special activity has been planned, the instructor should alert the
evaluator to this and suggest a different day. The evaluator should then
observe a full class or two and write a follow-up report. This report,
along with student evaluations and the self-evaluation, will be used by
the division chair in consultation with the designee evaluator (if one
has been used) to determine whether an “exceeds professional standards”
evaluation is in order.
Can I be removed from the rehire rights list?
To be removed from the rehire
rights list a part-timer must receive one “needs to improve” on a
subsequent evaluation or two “meets professional standards” on two
subsequent evaluations.
How can I be reinstated to the rehire rights list?
Only one subsequent “exceeds
professional standards” is required to be reinstated to the list.
Where can I look at the forms used by the division chair and by students
to evaluate my job performance?
One can find these forms by going
to the Glendale College website homepage, clicking on “Faculty & Staff,”
then going to “Private Internal Links,” logging on with a password and
clicking on “Forms & Applications.” Student evaluation forms can be
found under the heading “Academic,” while the evaluations forms can be
found under “Academic- Adjunct.”
I was just evaluated for the rehire rights list, so how come I am being
reevaluated again so soon?
During the 2003-2004 academic
year many part-timers were given the right to request early evaluations
outside of their regular three-year cycle in order to try to obtain
rehire rights. This resulted in a large bulge in the evaluation
calendar. Because of this imbalance in workload division chairs are
going back to the regular schedule for evaluations.
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