TMCC

Human Resources

Administrative Faculty Performance Evaluation Procedures

Purpose

To establish procedures to accompany the administrative faculty evaluation policy; NSHE Code Title 2, Chapter 5, Section 5.12.

Applicability

All Administrative Faculty.

Procedures

Philosophy and Policy: The performance of all Truckee Meadows Community College administrative faculty shall be reviewed annually. Evaluations should be thorough, fair, and objective. The performance evaluations of executive and supervisory faculty shall include consultation with the professional and classified staff of the administrative unit. The process is designed to improve the overall operation of the organization and to assist the administrative faculty in the growth and development of professional abilities, as well as to identify areas of strengths and weaknesses. The process will aid the administrative faculty in the improvement of performance and provide a basis for personnel decisions.

The appraisal process promotes and supports appropriate management and leadership skills, and assures that administrative faculty have goals which are in line with the overarching goals of TMCC. The process is all-inclusive. It begins with mutually agreed upon position responsibilities, goals and objectives, and professional development strategies. It continues with periodic informal performance reviews throughout the year, and completes with self-evaluation, constituent input, and supervisor evaluation. The outcome of the evaluation process is a clear mutual understanding of position performance, goals and objectives for the next year, and a professional development plan to raise performance and provide career direction.

All completed original evaluation forms (Form A and Form C) must be submitted to the Human Resources office by June 30 of each year.

Communication: The administrative faculty performance appraisal process is an ongoing communications system. The process provides an opportunity for the supervisor and administrative faculty to discuss the administrative faculty's work performance. Although written as an annual review process, to be successful the performance dialog must be ongoing between the supervisor and the administrative faculty.

Evaluation Categories

  • Supervisor's Evaluation (Form A): Administrative faculty are evaluated by their supervisors in the following categories: job responsibilities, achievement of goals, job knowledge, planning skills, organizational skills, development of communications, problem solving, decision-making, interpersonal skills, and leadership ability. Supervisors' comments are required in each of the categories and will be rated on a scale of Excellent (E), Commendable (C), Satisfactory (S) and Unsatisfactory (U).
  • Recommended Annual Review Meeting Outline
    • Immediate supervisor and administrative faculty meet (April or May of each year)
    • Supervisor performs review over contract year
    • Review self-evaluation
    • Review accomplishments from past year
    • Review progress from Professional Development plan
    • Review job description and update
    • Supervisor and administrative faculty establish new goals for subsequent year
    • Supervisor issues written evaluation
  • Self Evaluation (Form C): Each administrative faculty completes a self-evaluation which describes her/his accomplishments of the previous year. The self-evaluation is an opportunity for the administrative faculty to identify performance strengths, note circumstances that may have affected performance whether positively or negatively, and inform the supervisor of particular accomplishments that may not be reflected in other portions of the evaluation.
    The self-evaluation will explain the objectives the administrative faculty, met, exceeded or was unable to meet during the performance period, list goals and professional growth and development plan, and list unit goals/objectives for the next performance period.

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