4P10 Employee Evaluation System

The faculty evaluation system is a carefully negotiated process which clearly delineates the procedure for faculty evaluation. Essentially, for the first three years, faculty are on probationary status and are observed in their classrooms by administrators three times each year. Pre and post-observation forms are completed by the faculty member and discussed with the evaluator as part of the process. Faculty who have taught for more than three years are evaluated on a three-year cycle:

Cycle 1: Formal Evaluation

Classroom Observation – an administrator observes the instructor in a class, and
Student Survey of Instruction – a survey completed by the instructor’s students evaluating the classroom experience, and
Survey of Involvement – a form completed by the instructor indicating how the instructor participates in STI activities outside of the classroom, promotes STI within the community, and helps to meet STI’s goals and objectives

Cycle 2: Alternate Evaluation

Classroom Observation, or
Survey of Involvement, or
Peer Coaching –a process where two instructors work together to improve in a specific area, or
Peer Mentoring – a process where a veteran instructor assists a probationary instructor

Cycle 3: Non-Evaluation

No required evaluation

A supervisor may also perform an Informal Evaluation - a visit to the classroom that is not scheduled with the instructor prior to the observation.

The purpose of the classroom evaluations is to help instructors improve delivery of course content and improve student learning. The Survey of Involvement may include professional contributions such as work on program enrollment and retention, professional growth, contributions to the community, etc.

General Education faculty who teach transfer classes are evaluated by the South Dakota university system in every class every year. Results are shared with STI administrators and the faculty member.

During faculty negotiation sessions, faculty and administration review the faculty evaluation process and make any necessary adjustments.

Staff and administrators are evaluated according to negotiated agreements or STI developed evaluation systems. Evaluation occurs yearly and provides administration the opportunity to meet individually with employees to discuss concerns and develop professional growth opportunities, changes in job duties, and goals for the coming year. New staff and administrators are reviewed after the first 30 and 60 days of employment. An optional 90 day evaluation may also be performed. All staff are to be evaluated every year. Administrators in their first three years are evaluated yearly; veteran administrators are evaluated every three years.

Evaluations are directly related to the employee’s job position and are therefore designed to help the employee improve job performance. However, these evaluations also provide opportunities to directly connect employee performance to STI objectives, both instructional and non-instructional. STI administrators are able to connect the evaluation process to the institute’s objectives and therefore use the process to improve instruction, services to students, and student learning. Employee professional growth and goals are directly related to the institute’s goals and objectives.