Teaching assessments and performance reviews allow an opportunity for the department head, Dean or designate to meet and discuss the performance of duties with each member. The department head, Dean or designate will then complete a performance feedback and development plan. A copy will be provided to the member and Human Resources. The member may attach a personal statement in response to the feedback with a copy submitted to Human Resources. Members who do not receive timely performance feedback may apply to Human Resources or the Union for assistance.

Both teaching assessments and performance reviews shall use reasonable methods and criteria of evaluation that are appropriate to the department or non-departmentalized college and to the course in question.

It is expected that sessional lecturers will remain current with developments in their disciplines and will regularly update the subject matter of courses they teach.

The department head, Dean, or designate shall conduct a teaching assessment of an employee's teaching performance for the purpose of providing feedback on their course instruction and plans for future professional development.

During a sessional lecturer’s first nine (9) credit units of instruction, the department head, Dean or designate may conduct a teaching assessment.

Following the initial nine (9) credit units of instruction, the department head, Dean or designate may conduct a teaching assessment once every two (2) years or when requested to do so by the sessional lecturer.

18.01.01 Procedures for Teaching Assessment

A teaching assessment will normally include a review of the following:

1. Subject matter, mode of delivery and teaching materials considered relevant to teaching performance; and
2. Signed evaluations from students.

The department head, Dean or designate shall meet with the sessional within thirty (30) days of gathering the information indicated above to discuss the assessment, identify areas of strength and/or plans for development, and, if necessary, make recommendations for the member to utilize available resources.

The Employer or employee may request a performance review subject to the following provisions:

Wherever possible, procedures will be compatible with those used to evaluate other teaching staff in the same department (or in the same college in the case of a non-departmentalized college).

A performance review will normally include a review of the following:

1. Subject matter, mode of delivery and teaching materials considered relevant to teaching performance; and
2. Signed evaluations from students;

And may also include:

3. Statements, reports, or other information such as a teaching dossier submitted by the sessional lecturer for consideration;
4. One or more in-class observations of teaching;
5. Letters of discipline as described in Article 19.

When initiating a performance review, the Employer shall disclose its reasons for the review, in writing, to the sessional. The department head, Dean, or designate shall meet with the sessional within thirty (30) days of gathering the information indicated above to discuss the performance review and identify areas of strength and/or plans for development. If it is determined through the performance review process that students are not receiving the quality of instruction expected for the course(s) in question, the department head, Dean or designate may require the member to participate in a mentoring program or make recommendations for the member to utilize available resources.

Unfavourable outcomes of the performance review may be subject to Article 19. In such cases, the Union shall be notified and the member will be entitled to have a Union representative attend the meeting.

18.02.01 Observers

When in-class observations are included in the performance review, department heads, Deans or designates shall determine who will conduct the in-class observations. Sessional lecturers will normally be given notice at least two (2) classes before the date and time the observations will take place. They shall also be entitled to invite a University colleague, who is either a sessional lecturer or a faculty member, to attend in-class observations on a voluntary basis. This colleague may also file a report or provide written comment on the class.

18.02.02 Observers' Report

Observers will give the employee the opportunity to discuss their reports prior to submitting them to the department head or Dean. The department head or Dean will provide the employee with copies of the final written reports. The employee will be asked to sign each report to acknowledge that it has been read. Should the employee wish, the employee will be entitled to file a written comment which will be appended to the record.

18.02.03 Conflict of Interest

The parties recognize that avoidance of conflicts of interest is essential to the preservation of the integrity and credibility of the performance review process.

The responsibility for identifying a conflict of interest rests with the Employer and individual employees. Anyone perceiving such a conflict for the purpose of performing or receiving a performance review should raise the issue to the Dean or designate; or may request the Union raise the issue.