{"id":910,"date":"2014-05-14T13:02:01","date_gmt":"2014-05-14T18:02:01","guid":{"rendered":"https:\/\/www.nicholls.edu\/policy-procedure-manual\/?page_id=910"},"modified":"2014-05-14T13:02:01","modified_gmt":"2014-05-14T18:02:01","slug":"2-10-1-purpose","status":"publish","type":"page","link":"https:\/\/www.nicholls.edu\/policy-procedure-manual\/2-faculty-personnel-policies\/2-10-performance-assessment\/2-10-1-purpose\/","title":{"rendered":"2.10.1. Purpose"},"content":{"rendered":"<p>The purpose of performance assessment is to provide a basis for decisions related to salary administration, promotion, tenure, and reappointment of academic faculty. There are two kinds of Performance Reviews at ÐÓ°É´«Ã½: the formative and the summative. Both reviews evaluate Faculty Development Plans. Both reviews also use \u201cThe Common Form\u201d \u00a0as a basis for making assessment decisions.<\/p>\n<p>Criteria and evidence specified in this Manual to be used in decisions related to salary administration, promotion, tenure, and reappointment shall not be modified by colleges except as allowed in policy. Standards are not specified in this Manual and shall be developed by colleges or the library or departments in accordance with democratic principles.<\/p>\n<p>These written standards shall be disseminated to the faculty of each college or the library by the Deans of those colleges or the Director of the University Library after the standards have been submitted by Deans to the Provost and Vice President for Academic Affairs and President for their approval. They shall ensure that standards in each college are relatively equal, and to the extent possible, shall be uniformly applied. Between the time of submission of recommended standards and their approval, the Provost and Vice President for Academic Affairs will consult with Deans and Department Heads in the event that the standards to be approved differ from those submitted as recommendations. Once approved, standards are incorporated by reference into the appropriate sections of this Manual.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<h5>Changes to Section of Manual<\/h5>\n<table class=\"table-defaults table-lines-vertical table-lines-horizontal table-header-red table-border-black\" style=\"width: 644px;height: 52px\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<th width=\"22%\">Effective Date<\/th>\n<th width=\"20%\">Origin<\/th>\n<th width=\"22%\">Change Form<\/th>\n<\/tr>\n<tr>\n<td>N\/A<\/td>\n<td style=\"text-align: center\"><\/td>\n<td style=\"text-align: center\"><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The purpose of performance assessment is to provide a basis for decisions related to salary administration, promotion, tenure, and reappointment of academic faculty. There are two kinds of Performance Reviews at ÐÓ°É´«Ã½: the formative and the summative. Both reviews evaluate Faculty Development Plans. Both reviews also use \u201cThe Common Form\u201d \u00a0as a basis [&hellip;]<\/p>\n","protected":false},"author":6,"featured_media":0,"parent":908,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"class_list":["post-910","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>2.10.1. 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