The annual performance evaluation is part of an on-going, two-way communication process between the faculty member and supervisors.  The evaluation provides a formal mechanism for a joint review of position responsibilities and for supervisors to evaluate faculty performance, rating it against predetermined expectations (goals and objectives) based on the position responsibilities, and for jointly establishing future expectations.  The process should blend faculty development goals with IANR and department goals, action plans and emerging.

      Individual goals and objectives and departmental or IANR goals, action plans or strategic themes are central to this process.  The individual's Annual Report of Faculty Accomplishments and Position Description must be included.  Accomplishments and impacts should be recognized and acknowledged.  Deficiencies and weaknesses should also be addressed and corrected.  Faculty development is achieved through counseling and coaching, continuing throughout the year.

      The evaluation form is flexible to adapt the evaluation to the individual faculty member's situation and their responsibilities (i.e., it is noted the performance areas do not have equal weight as the weight given to each area may differ depending on the faculty member's position responsibilities).

      The performance areas on the evaluation form have the following definitions:

U -- Unsatisfactory Performance: Performance or behavior that is unacceptable and clearly does not conform to/or measure up to the position description, goals/objectives from the ARFA or organizational competencies.

B -- Below Expectations: Failed to meet position description requirements or goals/objectives from the ARFA or organizational competencies for the evaluation period..

M -- Meets Expectations: Accomplishments and impacts are at a level that are satisfactory in terms of plans and goals/objectives and organizational competencies. Attained all position goals/objectives and competencies and, in some cases, may have exceeded them.

E – Exceeds Expectations: Accomplishments and impacts have measurable results beyond plans and goals/objectives and expected competencies. Evidence of entrepreneurship, initiative, and creativity are present and are above the norm.

X – Exceptional Performance: Accomplishments and impacts are clearly extraordinary and are well above the norm, setting this faculty member apart for special recognition of uncommon achievement.

      Comments substantiating the basis for a specific performance rating should be provided in the space provided.  The evaluation process requires a conference with each individual faculty member to review the documents, agree on goals/objectives for the future year, and for faculty member and supervisor to sign the evaluation form.  If the faculty member does not agree with the rating or comments, he/she will be invited to comment in writing and state their concerns or disagreements.  The faculty member should be assured that these comments will be forwarded and reviewed by the Deans.  The review between the faculty member and the supervisor should occur as soon following the Deans' consultation with the unit administrator as possible.  8/29/2000

Download "Faculty Evaluation" Form

facultyform2000.pdf (PDF)

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