Academic Faculty Performance Evaluations

Annual Plan and Self-Evaluation

Updated on January 14, 2025, to reflect NFA contract timeline.

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 to their supervisor using the Annual Plan/Self-Evaluation form no later than 30 working days from the first day of instruction in the Fall Semester. The Annual Plan sets measurable criteria by which the faculty member notifies their supervisor and the administration of their professional intent. There will be general agreement between the faculty member, supervisor, and the Dean or designee concerning the criteria selected within the annual plan, but no approval is necessary for the proposed Annual Plan.

The Self Evaluation will be completed on the same form as the Annual Plan and turned in to the supervisor, per the timeline published below. When completing the Self Evaluation, faculty should add the appropriate activity multipliers and 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 rating on the form.

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

Evaluation Timeline

Note: There are three types of Academic Faculty members (Instructional, Librarian, and Counselor). Each has their own version of the Annual Plan/Self Evaluation.

Date	Activity
During March or April	Faculty members complete their self-evaluation using the appropriate Annual Plan/Self-Evaluation form. Specific examples of how each of the criteria have been met for Satisfactory and Commendable/Excellent must be included for each category. Note: It is recommended, but not required, that the faculty member and their supervisor meet at some point prior to the submission of the Annual Plan/Self-Evaluation.
By or before 10 working days before the end of the academic year	Faculty members email their completed self-evaluation to their supervisor using the appropriate Annual Plan/Self-Evaluation form.
Within 5 working days before the end of the academic year	The supervisor completes the appropriate type of Annual Performance Evaluation form. The supervisor will contact the faculty member with any questions about their self-evaluation. The supervisor will add comments and designate an overall rating. Where a program Director is the supervisor, the Director will send the completed form to the division Dean for the inclusion of their comments and signature. The Dean will sign the evaluation form and obtain the faculty member’s signature.
By the end of the academic year	Dean sends signed Evaluation forms to the VPAA's Office for signature.
Within 10 working days of receipt	The VPAA’s Office will scan all completed and signed Annual Performance Evaluation forms, send the scans to division offices for distribution, and send the original hard copies to HR.

Note: Faculty are encouraged to turn in their Annual Plan/Self Evaluation early (e.g. April). An early submission can be beneficial in multiple ways: it would help to ensure that HR is able to process the appropriate salary increases if it is a merit year by July 1 and it would also allow ample time for Faculty to meet with their Dean if they have questions or wish to dispute their evaluation. No unsatisfactory evaluation may be given after the end of the academic year.

Note: Any activity that the Faculty member completes after they submit their Self Evaluation is eligible for use on the next academic year's Annual Plan/Self Evaluation.

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:

Is an expression of the employee's professional training (disciplinary-related).

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 2023. All comments, questions or feedback regarding these forms should be directed to Faculty Senate.

For Use by Academic Faculty

For Use by Supervisors of Academic Faculty