Personnel Review Process
I. RCF Faculty/Staff
In general, the RCF is staffed by employees whose employment is governed by one of two organized labor contracts. All personnel actions for union members are directed by those individual agreements. The information provided below is meant to provide a summary of engagement regarding the performance review process that can apply within the framework of both contracts. Timelines and details of the process may vary and the contractual language must be consulted for final determination.
- The RCF Director/Manager is the supervisor, evaluator and signatory on all RCF faculty and staff performance evaluations. The Director/Manager considers the input provided by the FAC, communicated by the Chair, and evaluates work and performance of all RCF faculty, staff and students.
- The RCF Director/Manager sets and shares performance goals for the facility and staff on an annual basis as part of the performance review process.
- The FAC is engaged in evaluating the performance of RCF staff through their formal discussion at the winter Quarterly Meeting.
- The Chair communicates constructive feedback to the Director/Manager during the defined performance evaluation period, so that the feedback can be included in the formal employee evaluation process conducted by the employee’s supervisor.
- RCF faculty and staff are funding contingent, and as such, the type of, need for, and level of work will be recommended by the RCF Director/Manager. Following input from the AVPR, and the FAC as described above, to the RFD for consultation on financial considerations. All RCF professional staff are employed under a C4UA contract if the employee is a bargaining unit NTTF or an F contract if the employee is an Officer of Administration. A C4UA contract is used for the appointment of a bargaining unit faculty member into a career non-tenure-track appointment for which external funds (i.e. grants, gifts, income) provides the main source of funding, such as for core facilities. Contract length is one year, and notice or renewal, non-renewal or termination for funding reductions is as “soon as practicable” (Collective Bargaining Agreement, Article 16, §9). The F contract, “funding contingent”, for Officers of Administration has similar terms and is no more than one year in length, where timely notice is required before April 1 of the fiscal year.
After consultation described above, and in accordance with university policy, decisions to alter, continue or terminate the duties, FTE and contract of RCF faculty or staff will be made by the Director/Manager, with oversight by RCB and AVPR.
II. RCF Director/Manager
- The identified AVPR is the supervisor, evaluator and signatory on the RCF Director/Manager performance evaluations. The AVPR considers the input provided by the FAC, communicated by the Chair, and evaluates work and performance of the RCF Director/Manager.
- The AVPR sets annual performance goals for the RCF Director/Manager for the coming year in the performance review.
- FAC discuss performance of RCF Director/Manager in the winter Quarterly meeting
- Faculty Chair communicates feedback to the AVPR during the defined performance evaluation period, so that the feedback can be included in the formal employee evaluation process conducted by the employee’s supervisor hiring authority/evaluator.
- RCF Director/Manager is funding contingent and as such, the type of, need for, and level of work will be recommended by the AVPR, following input from the RFD and the FAC.
- After the above described consultation and in accordance with university policy, decisions to continue, adjust or terminate the contract of the RCF Director/Manager will be made by the supervisor hiring authority/evaluator.