Evaluations

Board of Regents and institutional policies stipulate that each employee shall be evaluated annually, in writing, by the immediate supervisor. The focus of the annual review shall be to measure job performance as prescribed by the employee’s job description or assignment. Annual reviews may be used to make decisions regarding continuation of employment, distribution of salary raises, enhanced career development, or selection for awards or other honors.

Employee evaluations shall be conducted in a professional manner with all files or documents generated maintained and protected in accordance with University regulations governing personnel records.

To ensure a measure of uniformity in procedure, the following steps shall be included in each unit’s annual or periodic formal evaluation process:

the immediate supervisor will discuss with the employee in a scheduled conference the content of that employee’s evaluation;
the employee will sign a statement acknowledging that she/he has been apprised of the content of the evaluation;
the employee may respond in writing to the evaluation. The employee’s response, if any, will be attached to the evaluation;
the immediate supervisor will acknowledge in writing her/his receipt of this response, noting changes, if any, in the annual evaluation made as a result of either the conference or the employee’s written response. This acknowledgment will also be a part of the written record; and
where the employee receives an unsatisfactory evaluation, the immediate supervisor will develop an improvement plan specifying corrective measures with time-lines for accomplishment. The improvement plan shall be a part of the written record.

Evaluation of Classified Employees

Each classified employee shall be evaluated in writing annually by the immediate supervisor. Where an employee’s duties or responsibilities entail split supervision, a joint evaluation shall be completed. The evaluation shall be conducted in accordance with the policy and procedures published by the Department of Human Resources.

Evaluation of Faculty

As per UGA's Academic Affairs Evaluation Policy, each faculty member shall be evaluated at least annually, in writing, by the unit head based on appointment and assigned duties and responsibilities described in her/his letter of appointment and/or job description. Individual CAES departmental policies regarding annual evaluation can be found at the bottom of this page.

Should the faculty member’s duties and responsibilities change significantly after hire, the evaluation should be linked to a current letter of appointment and not to the position announcement under which she/he may have been originally hired. Such changes must be concurred by assistant deans (where appropriate), associate deans and the dean and director. A copy of the change of assignment must be given to the faculty member, placed on file, and become part of the permanent record of the faculty member.

Finally, though not a substitute, annual faculty reviews may be used in connection with evaluating the readiness of faculty for promotion and tenure considerations as well as part of the Post-Tenure Review process.

Teaching faculty evaluations must incorporate, where applicable, student peer evaluations of teaching effectiveness.

In addition to annual evaluations, non-tenured assistant professors shall be given “third-year” reviews in accordance with University Guidelines for Appointment, Promotion, and Tenure.

Evaluation of Academic Department Heads

Department heads shall be evaluated annually by the dean and director. The dean and director will solicit input from associate deans and may include such information in his/her evaluation. In addition, department heads shall be evaluated by the respective faculty every three (3) years. The procedures for the third-year review shall be developed and coordinated by the dean and director. Normally, the third-year review will be conducted in November of the review year. The purpose of both reviews shall be to assess the performance of the department head. Findings of either review may lead to a recommendation for reaffirmation and suggestions for improvement or for a non-reappointment.

Evaluation of District Heads

The associate dean for extension will annually evaluate district heads. The purpose of the evaluation shall be to assess the performance of the district head. In addition to the annual evaluation, district heads shall be evaluated by the respective faculty every three (3) years. The procedures for evaluation shall be developed by the associate dean for extension. Findings of the review may lead to a recommendation for reaffirmation and suggestions for improvement or for a non-reappointment.

Evaluation of Associate Deans, Assistant Deans, and Coordinators

Associate deans, assistant deans for Tifton and Griffin, and coordinators shall be evaluated annually by the dean and director. In the evaluation of assistant deans and coordinators, the dean and director will solicit input from associate deans and may include such information in his overall evaluation.

Associate deans, assistant deans for Tifton and Griffin, and the coordinators shall be evaluated every four (4) years by the appropriate faculty. The main purpose of the evaluation shall be to assess the performance of the associate deans, assistant deans, and the coordinators. The procedure for evaluation shall be developed by the dean and director. Findings of either review may lead to a recommendation for reaffirmation and suggestions for improvement or for a non-reappointment. Other assistant deans will be evaluated by appropriate associate deans.

Evaluation of Program Development Coordinators

Evaluation of program development coordinators shall be evaluated every three (3) years by the appropriate faculty and/or staff. These reviews shall be coordinated by the dean and director. These reviews shall be conducted in November of the review year. Results of the surveys shall be provided to the associate dean for extension. The main purpose of the evaluations shall be to maintain and improve the performance of the district heads and state program leaders. Findings of the review may lead to a recommendation for reaffirmation and suggestions for improvement or for a non-reappointment.

Filing of Evaluations

Each employee shall be provided a copy of his/her annual evaluation. A copy of the annual evaluation of classified employees shall be maintained in the unit. Copies of all employee evaluations shall be maintained at the level of evaluation and subject to review by higher administration.

At the completion of the evaluation process, the Notification of Completion of Faculty and Staff Evaluation form will be submitted by each administrative unit, including department heads, district heads, assistant deans, and coordinators indicating that all evaluations have been completed for each person assigned to his/her unit.

FORMS	PDF
Notification of Completion of Faculty Evaluations	Notification Form
Notification of Completion of Staff Evaluations	Notification Form

Evaluations

Policies by Department