Tyler Junior College

Evaluation Forms

The official Faculty Performance and Development Evaluation Form is used to identify specific indicators of achievement, to pin-point areas of greatest/least effectiveness, to stimulate improved performance, to develop mutually understood goals, and to provide career development guidance.  The performance evaluation occurs annually. Faculty members and supervisors should complete the Faculty Performance and Development Form online, print the completed form and save it for their records.

Faculty Performance and Development Evaluations are conducted in annual face-to-face meetings of the department chair and the faculty member.

See this related download for the Faculty Performance and Development Evaluation Form

Beginning of the Process

The department chair e-mails the faculty member being evaluated, directs him/her to the evaluation form on the website, and schedules an appointment for the face-to-face meeting. Prior to the face-to-face meeting, the faculty member reviews the Professor or Adjunct Professor Job Description (found in the online Faculty Handbook) and performs a self appraisal using the Performance and Development Evaluation form. The department chair completes the Evaluation assessment.

During the face-to-face meeting with the faculty member

The department chair and the faculty member will cooperatively review and discuss the Evaluation instrument ratings (Department Chair  Evaluation assessment and Faculty self appraisal), Job Description, and prior year Goals and Objectives. They will establish and document Goals and Objectives for the upcoming evaluation period. (Criteria for Goals and Objectives will be based on individual faculty goals that correlate to College objectives.)

Completion of the Process

The department chair and the faculty member sign the Goals and Objectives page and forward the entire document to the appropriate Dean’s office. It is the sole responsibility of each School Dean to acquire all official evaluation documents, forward copies to Human Resources for retention in the employee’s official personnel file, and make employment recommendations.