Sessional Lecturer performance evaluations are conducted in accordance with Article 13 of the Collective Agreement and provide a proactive opportunity and consistent approach to discussing work performance in a constructive manner and to guide development.   In addition, performance is linked to Rights of First Refusal (RoFR) in Appendix F of the CUPE 3913 Unit 2 Collective Agreement.  An assessment of "Satisfactory" in the performance evaluation requires satisfactory completion of the work assignment.  Satisfactory completion of a work assignment earns a Sessional Lecturer RoFR to a course for the following four (4) semesters in which the course is available as a Sessional Work Assignment. 

A sample SESSIONAL LECTURER PERFORMANCE EVALUATION template is available below and includes standard evaluation criteria (also included in the Performance Evaluation Notice). If you modify the criteria, include in the Sessional’s notice.

Steps

1. Sessional Lecturers are given at least five (5) days’ notice of their upcoming performance evaluation.
2. Sessional Lecturers are informed of the Committee’s assessment criteria/guidelines prior to the evaluation (preferably at the point of hire, initial Chair’s meeting or as soon as possible thereafter).  
3. Sessional Lecturers are entitled, upon at least 2 days’ prior written request to the Chair, to review their assessment file. They can append information to the file they feel is relevant to the process.
4. A Performance Evaluation Committee consisting of the Chair/Director and at least two Faculty Members will conduct a written performance evaluation based on the duties associated with the Sessional Lecturer’s work assignment. The committee should maintain all records and/or documents used as a basis for the evaluation in the employee file. 
5. The Committee may consider the following items in the evaluation process as they relate solely to the duties in the job description:

• The student evaluation surveys completed by the students in the given course. Any unsigned comments from student evaluations will not be used unless agreed to by the Sessional;
• The Sessional Lecturer’s effectiveness in teaching which may include an in-class visit by the Chair or other designated department member. The in-class assessment will be carried out after at least 25% of a course has been completed. Provide the Sessional with a minimum of five days’ prior written notice of the in-class assessment;
• The Sessional Lecturer’s effectiveness completing administrative procedures associated with the duties of the position, such as, but not limited to, feedback to students and the timely submission of grades; and
• Materials created and/or used by the Sessional and related to the course.

• Self-evaluation by Sessionals may only be included in formal evaluations if the Sessional agrees and it is in writing.

6.   A performance evaluation determines “Satisfactory”, “Improvement Required” or “Unsatisfactory” performance.  

• An overall rating of 'Improvement Required' requires constructive feedback and period of time for correcting concerns, and Right of First Refusal applies.
• An overall rating of 'Unsatisfactory' requires a rationale, and no ROFR is earned.
• Student evaluations may not be used as the sole reason for 'unsatisfactory' or 'improvement required' ratings.
  • Also, need to take into account response rate when using student evaluations (13.07(c)).

7. Sessional Lecturers are provided with a copy of the evaluation within ten days of the evaluation. This can also be an opportunity for verbal feedback.

NOTES 

Performance evaluations relate to employment and cannot be used for academic purposes.  Where Sessional Lecturers are also students their the University, the performance evaluation shall not be included in the academic file.

Where no performance evaluation is conducted and no other performance issues have been addressed, acceptable performance and successful work assignment completion are assumed.