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.
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.
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.
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.