Tyler Junior College

Evaluation System

Guidelines and Standards

President

Each December, the President at Tyler Junior College, along with the Board of Trustees, participates in an annual Performance and Development Evaluation. The Evaluation process contains performance criteria assessment and the establishment of goals and objectives for the next year. The Evaluation should be completed by the end of January.

Vice President/Provost

Each May, Vice President/Provost employees at Tyler Junior College, along with the President, participate in an annual Performance and Development Evaluation. The Evaluation process contains performance criteria assessment and the establishment of goals and objectives for the next year. The Evaluation should be completed by the end of June.

Dean Level Administrators

Each April, Dean level employees at Tyler Junior College, along with their supervisor, participate in an annual Performance and Development Evaluation. Academic deans are evaluated by 1/3 of the faculty in the Instructional School. The Evaluation process contains performance criteria assessment and the establishment of goals and objectives for the next year.  The Evaluation should be completed by the end of May.

Administrative and Professional Staff

Each May, Administrative and professional staff employees at Tyler Junior College, along with their supervisor, participate in an annual Performance and Development Evaluation. The Evaluation process contains performance criteria assessment and the establishment of goals and objectives for the next year. The Evaluation should be completed by the end of June.

Classified Staff

Each June, Classified staff employees at Tyler Junior College, along with their supervisor, participate in an annual Performance and Development Evaluation. The Evaluation process contains performance criteria assessment and the establishment of goals and objectives for the next year. The Evaluation should be completed by the end of July.

Department Chairs

Each April, Department Chair employees at TJC along with their supervisor and faculty participate in an annual Performance and Development evaluation. The Evaluation process contains performance criteria assessment and the establishment of goals and objectives for the next year. The Evaluation should be completed by the end of May.

Faculty

Each long semester, including shorter terms occurring within the long semester, all Professors and Adjunct Professors will be evaluated by their students in all classes. In addition, formal evaluation procedures follow the established guidelines in the Guidelines and Standards document located on the web at http://www.tjc.edu/fes/

The Process

Employee Performance and Development Evaluations are conducted in face-to-face meetings of the supervisor and employee. The supervisor will compile an assessment for discussion with the employee to emphasize positive accomplishments and skills as well as to provide coaching and leadership for improvement of less satisfactory behavior or skills. Individual ratings or comments by direct reports (as applicable) are not intended to be shared with the direct report’s supervisor. Criteria for Goals and Objectives will be based on employee goals that correlate to College objectives. Goals will be established the year prior to the evaluation to ensure the employee is aware of them and has time to align performance to the written goals.

At the appropriate time on the established schedule for employee evaluations, the employee being evaluated, supervisor and direct reports (as applicable) will receive an e-mail which will indicate who is being appraised and will include brief instructions about the Evaluation instrument and process. The e-mail will include instructions regarding accessing the College’s internal website (Apache Access) to review the Evaluation System channel, documents and instruments. The responses to the questions on the Evaluation instrument will be recorded on a template that should be completed electronically and printed for discussion in the face-to-face meeting. The employee being evaluated will complete an Evaluation instrument from a self-appraisal perspective. After the self-appraisal evaluation and supervisor assessment have been reviewed by the supervisor and the employee being evaluated, the completed Performance and Development Evaluation instrument, with the required signatures, will be sent to Human Resources for retention in the employee’s official personnel file.