Faculty Handbook

Professional Evaluation of Faculty


Professional evaluation of faculty members is conducted at least once each year. These evaluations are used to provide a basis for decisions on reappointments, tenure, and promotions; to encourage professional performance and growth among faculty; and to maintain academic and professional standards of excellence. The evaluation of a teaching member of the faculty shall be based on total academic performance with special emphasis upon teaching effectiveness. It also includes, but is not limited to such items as:

  • Classroom instruction and related activities
  • Teaching observations
  • Administrative assignments
  • Research—(lecturers are not required to have a research or publication commitment)
  • Scholarly writing
  • Student academic advisement
  • Departmental, College, and University assignments and committees
  • Course and curricula development
  • Creative works in individual’s discipline
  • Public and professional activities in field of specialty

At least once each academic year all faculty, except tenured full professors and adjuncts with four (4) semesters of service must have an annual evaluation conference. Evaluations for tenured full professors and adjuncts with four (4) semesters of service shall be held at the request of the chairperson or the faculty member. The conference is generally scheduled in the Spring semester; the conference must be conducted by the chairperson or a Departmental Personnel and Budget committee member designated by the chairperson. During the conference, the faculty member’s total academic performance and professional progress for that year and cumulatively to date shall be reviewed. There shall be only one evaluator present at the conference; the person conducting the conference shall prepare a record of the discussion in memorandum form.

A copy of this Annual Evaluation Conference Memorandum must be given to the faculty member within ten days of the date of the conference. The memorandum is signed by the faculty member, who may attach a rebuttal statement, and is placed in the personnel file in the Office of Faculty and Staff Relations. If the evaluation is unsatisfactory, the evaluation conference memorandum must explicitly indicate so. In this event, the faculty member has the right to request, in writing, an appearance in person before the Department Personnel and Budget Committee.


Teaching observations are also a factor in the total evaluation of academic performance and are considered in all reappointment and promotion actions. All non-tenured or non-certificated members of the teaching staff, except adjuncts with ten (10) semesters of service, must be observed each semester. Tenured or certificated faculty and adjuncts with ten (10) semesters of service may be observed at the request of the chairperson or the faculty member. If a faculty member requests an observation, the chairperson must implement the request. If the chairperson originates the request, the faculty member may not refuse to be observed.

An observation is conducted by a member of a panel established by the Department Personnel and Budget Committee. Observations are normally scheduled during the first ten weeks of the semester and must last a full class period. Notice of at least twenty-four hours must be given to a faculty member before an observation is held.

An Observation Report, written by the observer, must be submitted through the chairperson to the departmental Personnel & Budget Committee within one week of the observation. One sentence cannot constitute an observation report. At minimum the report should assess the teacher’s strengths and weaknesses; and, if necessary, contain suggestions for improvement. The chairperson must schedule a post-observation conference within two weeks after receipt of the written report. This conference shall include the faculty member and the observer. Either a member of the P&B committee or a member of the department with the rank of tenured Associate Professor or tenured Professor may also be assigned by the chairperson to attend the post-observation conference at the request of the employee or the observer. After the conference, either the observer or the third party submits a memorandum on the conference to the chairperson. Both the Observation Report and the Post-Observation Record of Discussion are placed in the faculty member’s personnel file in the Office of Faculty and Staff Relations. Observed faculty members may attach a rebuttal statement to the Post-Observation Record of Discussion. Faculty members should read and sign both the Observation Report and the Post-Observation Record of Discussion before they are placed in the file.

Student Evaluations of the Faculty

Under the Bylaws of the Board of Trustees, student evaluations of faculty are given serious consideration in all reappointment and promotion actions. Official student evaluations are conducted in May of each Spring semester and in December each Fall semester and must be conducted in all of the faculty member’s semester sections. The Office of Faculty and Staff Relations distributes the evaluation forms to the faculty with instructions regarding implementation dates, their completion and return.

The College has instituted an electronic student evaluation process for fully on-line courses.

Evaluation of Non-teaching Instructional Staff

Members of the non-teaching instructional staff, including Librarians, CLTs, Counselors, Student Affairs staff, Higher Education Officer (HEO) series, and other non-teaching staff shall have an evaluation conference with their chairperson, supervisor, or office head. Evaluations are conducted, preferably, once each semester, but at least once each year. Employees who are subject to reappointment will be evaluated early in the spring semester. The employee’s total performance and professional progress will be reviewed. There shall be only one evaluator present at the evaluation discussion. Following the conference, the supervisor or office head will prepare an evaluation memorandum for inclusion in the employee’s personnel file. A copy of the report shall be given to the employee within 10 working days after the evaluation conference is held.

Appropriate evaluation forms are available on the QCC Human Resources website

Campus Cultural Centers

Kupferberg Holocaust Center exterior lit up at nightOpens in a new window
Kupferberg Holocaust Center Opens in a new window

The KHC uses the lessons of the Holocaust to educate current and future generations about the ramifications of unbridled prejudice, racism and stereotyping.

Russian Ballet performing at the Queensborough Performing Arts CenterOpens in a new window
QPAC: Performing Arts CenterOpens in a new window

QPAC is an invaluable entertainment company in this region with a growing national reputation. The arts at QPAC continues to play a vital role in transforming lives and building stronger communities.

Queensborough Art Gallery exterior in the afternoonOpens in a new window
QCC Art Gallery

The QCC Art Gallery of the City University of New York is a vital educational and cultural resource for Queensborough Community College, the Borough of Queens and the surrounding communities.