Northeastern Policies and Legal Notices

NP 3-31g - Appendix G - Standard Faculty Performance Plan and Evaluation form

Standard Faculty Performance Plan and Evaluation Form

Employee Name: _____________________________                     S-Number: _____________________

Supervisor Name: _____________________________                   Department: ____________________

Evaluation Period From: __________ To: __________                    Campus: _______________________

Previous Years Evaluation:  ____ Standard  _____ Abbreviated 

This form is meant to be used in conjunction with NP3-31 which outlines the basis, definitions, and procedures of the evaluation procedure. If there is a discrepancy between this form and NP3-31, procedures set forth in NP3-31 will take precedence.

It is important to note the change of focus from the previous NP3-31. There is much less emphasis on goals and more emphasis on excellence within the faculty members’ individual role. Additionally, the focus on efforts to complete goals should also be incorporated into conversations. Conversations should focus on the faculty members, “documented responsibilities, job description, and efforts to complete goals”.

The performance evaluation process is a collaborative effort between the faculty member and their supervisor. It is important that faculty member and supervisor collaborate on this document throughout the year and that each party understands the expectations of the other party. There are a minimum of three (3) required meetings throughout the year and the faculty member should complete (by typing) the appropriate section for each meeting prior to meeting with their supervisor.

  • Meeting 1 – Initial plan (May 15 – September 30); agreement should be reached on roughly 2 – 5 opportunities for innovation, development, and/or improvement in teaching and roughly 2 – 5 opportunities for college service across the entire academic year. Goals and objectives for each faculty member must be approved by the Vice President for Academic Affairs prior to September 30th.
  • Meeting 2 – Mid-year changes (by February 15th); the faculty member and supervisor will meet and document any significant adjustments or concerns for inclusion on this form. 
  • Meeting 3 – End-of-year summary (April 15 to June 15); faculty member will prepare a reflective summary of their activities for the year including the contribution and outcome of those activities to teaching, service and their performance goals.

Faculty Initial Plan (May 15 – September 30).

Faculty: Based on your job responsibilities and position description, identify goals for both teaching and service.

 

Faculty Mid-Year Changes (February 15th)

 
Based on any changes to your job responsibilities, position description, or other changes that would affect your goals, identify any changes you would like to make to your original goals. Indicate ‘No changes’ if applicable.

Faculty End-of-year summary (April 15 to June 15)

Provide a reflective summary of your performance throughout the year including a

focus on how your goals did or did not achieve your desired outcome, how these outcomes may be reflected in next year’s goals, and progress on any multi-year goals.

 

Supervisor Mid-Year Comments (February 15th)

Enter narrative comments about any changes to the faculty members’ goals, your observation of their work, any student evaluations, job responsibilities, and position description.

 

Supervisor FINAL narrative (June 15th)

Enter comments about the faculty member's end-of-year reflection, your observation of their work, student evaluations, job responsibilities, and position description and provide rationale for the final performance rating and your recommendation for a Standard or Abbreviated plan for next year.

 

 

Faculty Performance Plan and Evaluation

Signature Page

                   

Faculty member:

 

 

 

 

 

 

    

Academic Year:

 

 

 

 

 

 

    
                   

Initial Teaching and Service Goals

 

 

 

 

 

 
                   
                   

Faculty Member

 

 

Date

  

Supervisor

 

Date
                   

 

 

 

 

 

          

Vice President of Academic Affairs

Date

          
                   

Mid-Year Comments

 

 

 

 

 

 

 
                   
                   

Faculty Member

 

 

Date

  

Supervisor

 

Date
                   

Final Evaluation and Performance Rating

 

 

 

 

 

 

Overall Performance Evaluation Rating (based on definitions of performance ratings as described in NP3-31.
 

 

  Exemplary

            
 

 

  Commendable

            
 

 

Needs Improvement

         
                   

I have read and received a copy of the above performance evaluation. I Agree / Disagree* (circle one) with the overall performance evaluation/rating.
                   
                   

Faculty Member

 

 

 

 

  

 

 

  

Date
                   

I have reviewed Student Faculty Evaluations, conducted classroom observations, considered the faculty members position description and the Statement of Teaching Excellence in completing my evaluation of this faculty member.
                   

 

 

 

 

 

 

 

  

 

 

Supervisor

            

Date

  
                   

 

 

 

 

 

 

 

  

 

 

VP of Academic Affairs

          

Date

  
                   

*Disagreement does not automatically constitute an appeal of the evaluation. If a faculty member wishes to appeal their written evaluation and overall performance rating, they must follow the appeal procedure as stipulated in NP3-20.