working days of the formation of the committee. Review of the case shall include consideration of the annual performance review, the responses from any informal meetings, the faculty member’s statement included on the Article 13 Grievance Form, and separate interviews of the faculty member and the evaluator. The final written statement by the APRAC committee shall state if the disputed annual performance evaluation should be maintained or modified/replaced and provide a clear rationale for any recommended changes or lack thereof. 13.5 Step Five: Final Decision Within five (5) working days of receipt, the appropriate Vice President or senior staff member of the faculty member’s instructional or administrative shall review and consider carefully the written statement produced by the APRAC, along with the supporting documentation that was provided to APRAC. The final decision of the appropriate Vice President or senior staff member shall state if the disputed annual performance evaluation should be maintained or modified/replaced and provide a clear rationale for any recommended changes or lack thereof. The decision of the appropriate Vice President or senior staff member shall be final, cannot be further appealed, and shall become a part of the evaluation documentation. Copies of this decision shall be sent to HR, the affected faculty member, and the evaluator. Within thirty (30) days from receipt of the final decision, the affected faculty member may submit a rebuttal statement. The statement shall be attached to the faculty member’s written performance evaluation and become a permanent part thereof. 13.6 Merit Increase Upon upgrade of an evaluation resulting from this process, the faculty member will be 2022-2025 TMCC-NFA Contract Article 13 Page 86
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