Post-Tenure Review
2004-2007 Contract


Use this link for Information on the MSCA web page --Amy Goodwin's advice outline is very valuable -- "PTR Portfolio Workshop Materials, 05-06"
 

Also look for advice from MSCA mailed directly to you.
 

This information is for eligible members who selected Alternative One, which is new to the 2004-2007 Contract.
 

Potential gains from Alternative One:  If the Vice President finds your work "Exemplary," you will receive a 6% raise in salary on the base;  if, "Meritorious," 3%.

If the Vice President finds your work "Not Acceptable," you will not receive a raise in salary. 
 

There are no quotas for findings of "Exemplary," "Meritorious,' and "Not Acceptable," and no limits on the amount of money the college may award.  Each year, the college must spend at least .05% of the unit payroll on post-tenure review increases.  This is a significant amount of money.
 

Although the Vice President's evaluation is not grievable unless there have been violations of procedure, it may be appealed to the President.  If you wish to do so, please contact Jean Stonehouse or Sandra Faiman-Silva.

 

Alternative One in the 2004-2007 Contract
See Appendix M for due dates
 

Eligibility:  Members must be tenured on 9-1-2004 or have been successfully evaluated for tenure during Academic Year 2003-2004.  A list of members to be evaluated in each of four years was established when this contract was adopted.

Required Portfolio Elements
 

Basis for the Evaluation
 

Faculty

• Teaching -- include course documents in your portfolio
   

• Advising
   

• Continuing Scholarship.  See both Appendix A(1) itself and advice related to it by following the links below.  
   

• Professional Activities  See both Appendix A(1) itself and advice related to it by following the links below.  
  
  Although you are not required to include a copy of Appendix A(1) with your portfolio, your portfolio must contain a statement that refers to Appendix A(1) evaluation criteria.  Be sure to indicate which category(ies) you chose for evaluation. 
   

• Alternative Professional Responsibilities including service as department chairperson.
  
   

Librarians

• Effectiveness in assigned responsibilities
   

• Effectiveness in rendering assistance to students, faculty and the academic community.
   

• Continuing Scholarship -- as noted above but use Appendix A-2 (scroll down below Appendix A-1.)
   

• Professional Activities -- as noted above but use Appendix A-2
   

• Alternative Professional Responsibilities
   

Librarian Evaluation Criteria

 

Review Period:  The previous four years unless you elect to have a longer period reviewed.   During the Contract Orientation Session, which followed an earlier meeting regarding PTR on this campus, the parties made it crystal clear that you are absolutely free to select a longer period for review and that the vice presidents will evaluate you for the period you selected in good faith.
 

Materials are due on September 30 of the evaluation year. 

Alternative Two  in the 2004-2007 Contract
Some of the advice in other sections of these web pages may be helpful as well .

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Frequency

Leaves of more than 1 year don't count towards the 7 years

For unit members who have requested promotion evaluations, the promotion evaluation substitutes for the post-tenure review even if the individual is not promoted.

Those who make a binding decision to resign or retire at or before the end of their evaluation years are exempt

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TIME LINE
Post-Tenure Review
2001–2003

1.           March 26, 2001: MSCA accepted – and its members later ratified – “The Tentative Agreement of March 26, 2001.”  This Agreement contains a plan of Post-Tenure Review.

2.           2001–2006: A transition period for this new procedure.

3.           May 31, 2001: BSC’s lottery to select 20% of the tenured unit members, whose last evaluation occurred before September 1, 1995, for evaluation in Academic Year 2001–2002. [Those whose last evaluation occurred after September 1, 1995 will be evaluated in the seventh (7^th) year following their evaluations.]

4.           September 1, 1997: Earliest beginning date for the review period during the transition period (2001-2006).

5.           September 30, 2002: Candidates submit materials to their chairs or to the Director of the Library.

6.           November 30, 2002: Chairs’ and Library Director’s evaluations will be shared with members. Members may write  responses.

7.           December 15, 2002: Chair and Library Director transmit materials to the Vice President for Academic Affairs.

8.           January 25, 2003: Vice President’s finding is due to Unit Members.  Unit Members have the right to meet with the Vice President and discuss the evaluation – with representation, if desired; to respond in writing; and to grieve.

9.           March 31, 2003: Deadline by which the Vice President must prescribe “Plans of Professional Development”  for members whose evaluation was “unsatisfactory.”

10.       At the end of the “plan,” which must be no later than one (1) year after it was prescribed: A New Review — Tentative Deadline May 1, 2004.

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Lottery for those whose last evaluation occurred before 9-1-95

This lottery took place on May 31, 2001

The pool consisted of 101 individuals.

20% were assigned to each academic year beginning with 2001-2 and ending with 2005-6

Sabbatical leaves bumped some individuals into the year following their sabbatical

Those evaluated after 9-1-95 will undergo their first post-tenure review in the 7^th year after their last evaluations.  Seven such individuals were reviewed in Academic Year 2001-2002

Each individual, including those who have been evaluated after 9-1-95, should have received notification of his or her review date. 

Chapter President Jean Stonehouse is available through most of the summer to help.   Send an email or call 781-335-4325.

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Review Period

Ordinarily, the review period will run from the tenure evaluation, promotion evaluation, or last post-tenure review.

During the transition period (2001-2006), however, the review period will begin no earlier than September 1, 1997.

Vice President Larry Richards has agreed that those who wish to do so may mention relevant activities that occurred before September 1997 but were never cited in an evaluation before now.  Be careful, however, to include information about your teaching, advising, librarianship, continuing scholarship, and professional activities during the actual review period.

 

 

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Materials
The materials listed below are used in the evaluation. 
You must supply the ones marked with  asterisks.
Evaluators have access to the others.

• **Appendix B-2 and an updated comprehensive resume
  

• Reports for contractual alternative professional responsibilities (including departmental evaluations of department chairpersons)
  

• Student Evaluations (no comparative data, that is "means" and/or "percentiles" may be referenced by evaluators)
  

• Reports for all classroom visits that occurred during the review period
  

• **A statement by the unit member, not to exceed 750 words, on his or her teaching, advising, and items selected on Appendix A1 or A2 .    Just the statement, please.   It is inappropriate,   to include  "evidence" or "documentation."   This is not re-tenuring

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Criteria

Teaching effectiveness,

Academic Advising

Items selected on Appendix A1.   Make your choice just before you write your 750 word statement.  Choose what works best for you over the full review period.

At least one item listed under "Continuing Scholarship"

• Contribution to the content of the discipline

• Participation in / contributions to professional organizations and societies

• Research – published or unpublished

• Creative activities

• Work toward a terminal degree or relevant post graduate study

• Other (explain)

 At least one item listed under "Professional Activities"

• Public service

• Contributions to the professional growth and development of the college community

• Other (explain

Alternative responsibility (if applicable)

Effectiveness   in performing assigned activities within the library

Effectiveness in rendering assistance to students, faculty, and the academic community.

Items selected on Appendix A2.  Make your choice just before you write your 750 word statement.  Choose what works best for you over the full review period.

At least one item listed under "Continuing scholarship"

• Contribution to the content of the discipline

• Participation in / contributions to professional organizations and societies

• Research – published or unpublished

• Creative activities

• Work toward a terminal degree or relevant post graduate study

• Other (explain)

 At least one item listed under "Professional activities"

• Public service

• Contributions to the professional growth and development of the college community

• Other (explain

 

Alternative responsibility (if applicable)

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Post-Tenure Review -- Process

• Candidates submit materials by September 30th
  

• Department Chairperson's or Library Director's Evaluation by November 30th

---The Chairperson must make one classroom visit

---The evaluation is "satisfactory" [THAT'S ALL.  NO ELABORATION OR JUSTIFICATION, REQUIRED, NEEDED, OR ADVISABLE] OR "unsatisfactory"

---A finding of "unsatisfactory" must meet the "just cause" standard and must be accompanied by detailed and complete reasons.

---Candidates may respond to the Chairperson's/Director's evaluation, but the evaluation may not be grieved at this time.

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Vice President's Evaluation -- by January 25

• Again, "satisfactory" or "unsatisfactory"
  

• Again, "unsatisfactory" requires "just cause" and detailed and complete reasons
  

---Candidates may grieve an "unsatisfactory" evaluation and the grievance may include the Chairperson's evaluation

---Candidates may request a new evaluation, which must be done within 30 days, to restore themselves to "satisfactory" status.

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Consequences of an "Unsatisfactory" evaluation by the AVP

• Assignment to a "professional develpment plan" for no more than 1 year

---The college must pay all expenses related to the "plan."

---The plan may not be grieved -- but it may be appealed to the President

 

• The individual may be denied promotion and/or eligibility for pay bonuses.
  

• A new evaluation will take place at the conclusion of the "plan."  A new finding of "unsatisfactory"may make the individual ineligible for step pay increases in addition to the penalties noted above.   "Step pay increases" are increases that are contingent upon an evaluation.
  

• The person may continue to be ineligible for promotion, bonuses, and step-;ay increases until he or she receives a "satisfactory" evaluation.
  

• Tenure removal under Article IX is still possible.  None of the materials generated by the post-tenure review process may be used as evidence against the individual in the tenure-removal process.

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Untenured Chair?

The tenured members of the Department must elect one of themselves to act in the place of the Chair.

When no tenured member of the Department is available, the tenured members must elect a tenured member of a "cognate" department to act in the place of the Chair.

When there are no tenured members of the Department, the tenure-track members must elect a tenured member of a "cognate" department to act in the place of a Chair.

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Post-Tenure Review Evaluation of a Department Chair

The tenured members of the Department must elect one of themselves to act in the place of the Chair for all of the Department's post-tenure review evaluation.

When no tenured member of the Department is available, the tenured members must elect a tenured member of a "cognate" department to act in the place of the Chair.

When there are no tenured members of the Department, the tenure-track members must elect a tenured member of a "cognate" department to act in the place of a Chair.

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