Performance Appraisal – Chair, Academic Department

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Performance Review

Employee Name
Job Title
Department
Review Date
Last Review Date
Reviewer Name
Reviewer Title

Performance Appraisal Elements

The purpose of the performance review is continuous improvement for all employees.

The supervisor will provide the faculty member with a copy of this instrument at least one week prior to the review meeting. The faculty member will complete the evidence column and faculty comments. The supervisor will provide ratings and comments.

Ratings

1Insufficient Evidence

2Does not meet expectation

3Meets expectations

4Exceeds expectations

Organization Support

N/A1234

Demonstrates a commitment to Christian higher educationand the Lutheran identity of the university

Supports the University’s mission, vision, goals, and values

Follows policies and procedures of the University

Completes administrative tasks appropriately and on time

Faculty Comments:
Supervisor Comments:

Professionalism, Ethics, and Judgment

N/A1234

Demonstrates a professional demeanor

Treats people with respect

Works ethically and with integrity

Includes appropriate people in decision making process

Faculty Comments:
Supervisor Comments:

Administration

Organizational Leadership and Planning N/A1234

Exhibits strong team-building skills and an ability to work effectivelyand collegially with others

Demonstrates knowledge of and support for employee policies as articulated in the EmployeeHandbook

Demonstrates highly developed skills in creative problem solving

Exhibits a commitment to enrollment growth with integrity in the department

Leads the department in strategic planning

Works collaboratively with other academic and organizational units

Administration, Management and FinanceN/A1234

Oversees and manages the department budget

Works to resolve issues related to faculty or students, including due process issuesat the departmental level

Leads the department in regular program review

Ensures that university policies are followed at the department level

Promotes department recruitment and retention of students

Coordinates the gathering of assessment data, the writing of reports and occasionalself-studies related to this data, and planning based upon the data at the departmental level

Curriculum and InstructionN/A1234

Coordinates department programs and curricula

Encourages continued program development and innovation in the fields of study offered in the department

Is aware of and receptive to diverse educational strategies

In consultation with the Dean, approves the development of all curricula in thedepartment, updating the curricula as necessary

Maintains updated files of course syllabi for all courses offered in the department

Faculty and Staff DevelopmentN/A1234

Assists in the recruitment, development, support, and supervision of faculty andstaff in the department

Builds faculty and staff morale within the department

Conducts evaluation of faculty and staff in the department

Initiates requests for new faculty members and serves as chairpersons for search committees within the department

Recruits, supervises, an devaluates adjunct faculty in the department

Leads the faculty development process in the department including the collectionof annual performance review

Overall Leadership and Administration

N/A1234

Employee Comments:
Supervisor Comments:

Teaching

Criteria for Teaching

*See Advancement in Rank Rubrics for definitions and examples.

Faculty Knowledge

Insufficient evidence / Does Not Meet / Meets / Exceeds / Evidence
Content Knowledge
General Pedagogical Knowledge
Pedagogical Content Knowledge

Faculty Practice

Insufficient evidence / Does Not Meet / Meets / Exceeds / Evidence
Instructor demeanor
Student engagement motivation
Preparation / Organization
Communication
Classroom management and classroom climate
Student assessment

Faculty Growth and Sharing

Insufficient Evidence / Does not Meet / Meets / Exceeds / Evidence
Reading the literature on teaching and learning
Applying literature to one’s teaching
Investigating one’s own teaching
Faculty Comments:
Supervisor Comments:
Evidence of continuing professional development:

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Performance Review – Managerial (Chair, Academic Department)

Professional Scholarship

Criteria for Scholarship

*See Advancement in Rank Rubrics for definitions and examples.

Does not meet / Insufficient Evidence / Meet / Exceeds / Evidence
Discovery
Integration
Application

Service to the Life of the University, to the Church and the Community, and the Profession

Criteria for Service

*See Advancement in Rank Rubrics for definitions and examples.

Does not meet / Insufficient Evidence / Meets / Exceeds / Evidence
To the Profession
To the University
To the Church and Community
To internal customers and colleagues
Faculty Comments:
Supervisor Comments:

Overall Rating

N/A 1 2 3 4

Overall Ratingof the above seven areas: Organizational Support,

Business Ethics and Judgment, Administration, Teaching, Professional Scholarship,Service to the University, and Church and Community.

Employee Development Section

The employee and supervisor should discuss the results of the previous section and complete the following at the time of the review.

Previous Year’s Faculty Development Goals

Current Year’s Faculty Development Goals

Employee Acknowledgment

I have reviewed this document and discussed the contents with my manager. My signature means that I have been advised of my performance status and does not necessarily imply that I agree with the evaluation.

______

Employee Signature and Date

______

Reviewer Signature and Date

Filing Instructions

Supervisors: please make two copies of the review. Send the original to Human Resources in a sealed envelope.

Give one copy to the employee and retain one copy for your own records.

______

Received by HR (name and date)

Version: March 18, 2016

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Confidential