FAQ – Evaluations, Workload, Discipline and Weingarten Rights

Q – What is the purpose of an evaluation?
A –  According to Section 13.01 of the contract, the objective of an evaluation of unit members is to assess and improve performance and to provide a basis upon which further decisions such as re-appointments, promotion, performance-based salary adjustments, tenure, sabbatical, professional leaves and discipline might be made.

Q – Is there a criteria for evaluating Full-Time Professional Staff members?
A –  Yes.  The evaluation is supposed to be uniformly applied and based on total job performance.  The criteria includes Professional performance of one’s assigned workload and the effective assistance to students, faculty and staff as established in accordance with Article XIII   Also one’s College service, and student advising (where that is required), and any additional assigned instructional responsibilities and related preparation.  The full criteria for evaluating Professional Staff is in section 13.03.

Q – How and when am I evaluated? 
A –  Prior to tenure, evaluations are conducted yearly, before July 1^st.  Evaluations are to be applied in a uniform manner with the following weights:  Work Performance – 70%, College Service 10% and Personnel File Review 15%.  See the Summary Tips created by Grievance Coordinator Dennis Fitzgerald for more information.

Q – What is the E7 and what does it have to do with my evaluation?
A –  The E7 is the form given in the contract to be used for a Unit Professional’s job description.  The E7 should enumerate your duties and responsibilities and should include mutually agreed upon objectives and goals.  Because E7s have been implemented inconsistently from campus to campus, there may be great variation in how they are used.  That said, it is a very important document as it should define what you do in your job.  A first step in protecting your rights would be to ensure that your E7 is up to date.

Q – If my job duties change, should I revise my E7?
A –  Yes!  Your E7 should be regularly updated.   See the FAQ section on E7s for more on this.

Q – What about that clause about “Other Duties As Assigned”? Does that mean that my boss can continue to pile additional jobs on me?
A – No!  “Other Duties As Assigned” does not constitute long term or permanent duties.  It refers only to short term assignments with limited scope. 

Q – What constitutes College Service?
A – According to the contract, all full-time Unit Members are required to do college service.  College Service tasks are tasks not included in your E7 as part of your normal duties.  College Service commitments may change from year to year, for instance you may sit on your College Senate for two terms, and then become a member of a different standing committee.

Typical examples of College Service activities include serving on a college standing committee, a labor-management committee (MACER),, or a task force.  You may be involved in an academic program or a search committee.   

Q – I’m evaluated yearly in May, is that when I should revisit my E7?
A –  Yes, but if there is any significant change which is proposed to your job duties, you can update your E7 at any time.  You may request to update your E7 at any time, and of course, you should examine it at the time of your evaluation which should take place before July 1^st of each year.

Q – Is there an evaluation form that is used to evaluate me?
A –  Yes, the E8 Professional Staff Summary Evaluation Form is used in your evaluation process.  The form lists your name and work area, you job title, and includes your supervisor’s (the Evaluator)  comments on your College Service, any advising recruiting activities you may have had (not all unit professionals have these), and your work performance over the year.  There is also a section for your supervisor’s comments on your Personnel File, which they may review for contents, aw well as comments in an Overall Performance statement.  see the FAQs on E7s, E8s, amd E5s for more information.

Q – I’m a Part Time Unit Professional. Do I have a form describing my duties? 
A –  An E-7 is the Professional Staff Description form, and may be used for Part Time members.

Q – I’m a Part Time Unit Professional. Do I have a form used for my evaluation? 
A –  Yes.  You use the E10 form.  This form is similar to the E8 form described above and used for the evaluation of full time Unit Professionals.

Q – As a Part Time Unit Professional, is the criteria the same for my evaluation as it is for my Full Time counterparts? 
A  Yes.  You will be evaluated on job performance, College service, and advising, if it is applicable,

Q – May I contest a review that I disagree with?
A – You have the right to comment on the E-8 and E-10 forms.  There is a section where you can write your comments disagreeing with points made by the Evaluator, or even just commenting for whatever reason on what has been stated in your E-8.

Q – What is a Pre-Evaluation Conference and when is this done?
A –  A Pre-evaluation Conference occurs at the beginning of a professional staff member’s appointment, and involves developing the unit member’s position description and mutually agreed upon work objectives.  A further description can be found in the contract in section 13.03 B 3.

Q – I just received Tenure.  (Woohoo!)  Will I still be evaluated?
A –  Yes, but evaluations will occur in the third year.

Q – If Advising is part of my job duties, what do I need to do?
A –  You need to submit documentation relating to your duties including a log of student advisement by December 30^th and May 30^th.

Q – What do I need to do regarding College Service?
A –  You need to submit documentation on your E5  pertaining to your College Service.

Q – Is there a way for me to keep track of this?
A –  Yes.  Use the Unit Professional Calendar created by Grievance Coordinator, Dennis Fitzgerald.

Workloads

Q – Is there anything in the contract about Full Time Unit Professional Workloads?
A –  Yes.  The section on workload includes a very general overview of workload, and does not describe specific tasks and the time needed to complete them.  The description of workload does include customary hours per day and week.  The description on Unit Professional workload is located in section 12.04 of the Contract.

Q – Is there anything in the contract about Part -Time Unit Professional Workloads?
A –  Yes, and it is also a very general overview of workload, and does not describe specific tasks and the time needed to complete them.  This description for Part-Time Unit Pros can be found in section 12.05 of the Contract.

Q – What is the work week for Full Time Unit Professionals?
A –  The work week for Full Time Unit Professionals is 37½ hours per week. This constitutes five days of 7½ hour days, excluding lunch.

Q – Is there any limit on how many days I can work consecutively?
A –  Yes.  Full Time Unit Professionals should not be required to work more than five (5) consecutive days over a seven (7) day period.

Q – My campus has had a 300% increase in students and my workload has doubled. How do I address such a big workload? I can never leave on time!
A –  You are not required to stay beyond your 7½ hour day, and you should not.  You need to take a good look at your E7.  If additional duties need to be added, then something needs to be removed from your E7 to make room for the new duties, which should be mutually agreed upon.

It could be time for an additional hire in your area.  Making a case for additional hires is never easy.  As a full staff load is needed to provide students with services appropriate to your College’s mission, making an argument that lack of staffing compromises institutional effectiveness maybe a place to begin.   You may want to speak with your supervisor to discuss meeting student needs, etc.  If you feel your contract is in danger of being breached, speak to your local union leadership.

Discipline

Q – What if I get an evaluation that I don’t agree with, what can I do?
A –  At the time of your evaluation, you have the right to write a rebuttal for inclusion in your personnel file.

Q – If I believe that my Supervisor wishes to speak with me for a job related issue that may compromise my rights what do I do?
A –  You can ask for union representation at any meeting that you feel might become disciplinary.  This falls under the Weingarten Rights.  Also, see the FAQ section under Grievance.

Q – What is meant by “Discipline” contractually?
A –  Discipline may include a number of scenarios from a warning to suspension with or without pay, providing there be just cause.

If you feel your contract is in danger of being breached, speak to your local union leadership.  You are allowed to bring union representation to any meeting that may involve disciplinary actions. (see Weingarten Rights.)

For further information, consult the Contract at the MCCC main website.