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Academic Faculty Performance Evaluations

Annual Plan and Self-Evaluation

Approved by the Faculty Senate May 2022

The Annual Performance Evaluation is intended to give the faculty member and others reviewing the faculty member’s performance a context for understanding the range and robustness of their professional activities in three areas of performance review: teaching effectiveness, professional development, and service to college and community.

The process begins with the completion of the Annual Plan. Employees should submit their proposed Annual Plan using the Annual Performance Evaluation form to the Department Chair/APC/APD/Director by the first business day after Labor Day for each academic year. The Annual Plan sets measurable criteria by which the faculty member notifies their Department Chair/APC/APD/Director and the administration of their professional intent. There will be general agreement between the faculty member, the Department Chair/APC/APD/Director and the Dean or designee concerning the criteria selected within the annual plan, but no approval is necessary for the proposed Annual Plan. Revisions to the Annual Plan can be made up to March 31 with chair/dean approval.

The Self Evaluation will be completed on the same form as the Annual Plan and turned in to the chair/dean in April, per the timeline published on the website for the academic year. When completing the Self Evaluation, faculty should add the appropriate activity multipliers, briefly address each activity completed: specifically, what you did, and if appropriate, what came from it, or how it benefited the College The Faculty member proposes the final tally and the department chair/APC/APD director and dean double-check and approve those.

Note: Faculty on Sabbatical will be evaluated based on the fulfillment of duties described in their approved sabbatical request, as agreed upon with chair/dean/director.

Evaluation Timeline

Date Activity
Mid-March
  • The dean's office emails the Annual Performance Evaluation form to individual faculty members with the name, title, department and academic year filled in.
  • Faculty members complete their self-evaluation, stating the outcomes of the activities designated on the annual plan.
  • Specific examples of how each of the criteria have been met for Satisfactory and Commendable/Excellent must be included for each category.
March 31
  • Deadline for faculty to revise their annual evaluations.
By April 3
  • Faculty members email the department chair/director the Annual Performance Evaluation form with the self-evaluation portion completed.

Note: It is recommended, but not required, that meetings occur between the faculty member, the chair/director/dean at some point within the following steps.
By April 6
  • Chair or director confirms that the activities reported were met.
  • Chair or director adds comments and rating recommendations to the Annual Performance Evaluation form and sends it to the dean.
Prior to the end of Spring Semester
  • Dean will:
    • Add comments
    • Finalize ratings
    • Print and sign the Annual Performance Evaluation forms
    • Obtain signatures of the chair/director and faculty members
By May 1
  • Dean sends signed Evaluation forms to the VPAA's office for signature.
At the end of the process, the VPAA's Office will forward all completed Annual Performance Evaluation forms to Human Resources.

Use of Activity Multiplier

If two or more highly significant activities fall into one "planned activity" category, then the value of that activity may be multiplied.  For example, C/E 1 a. is "teach an established course for the first time," and is a value of 2.  Completing one new course is a total of 2 points, and completing two new courses is a total of 4 points.  Specifics must be provided in the description box so that each significant activity is clearly described. Faculty are responsible for making and error-checking final tallies.  Double-counts will only be considered for highly significant activities, such as teaching a new course (C/E 1 a.), creating a new course (C/E 1 b.), serving as chair on more than one screening committee (C/E 2 i.) or as chair on more than one tenure track committee (C/E 2 d.).

Whether or not an activity may be multiplied is determined through agreement with the chair/dean/director, who will base the decision on whether or not the activity meets the following criteria:

  1. Is an expression of the employee's professional training (disciplinary-related).
  2. Involves a critical contribution to colleagues, the department, the division, or the college.

Performance Evaluation Forms

As needed, please refer to the Academic Faculty Evaluation Activity Guide to help clarify the evaluation form and to assist in an equitable process across the college. The Activity Guide will be a useful resource while filling out the PDF evaluation form. 

Important: for these fillable PDF evaluation forms to work properly, you must download them to your desktop and then open with the free Adobe Acrobat Reader, otherwise your data will not be saved. So long as Adobe Reader is used, your form data will be saved when your filled-in form is saved locally. See TMCC's PDF Files FAQs for more information.

Forms have been updated and approved as of May 2022. All comments, questions or feedback regarding these forms should be directed to Faculty Senate.

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