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West Chester University of Pennsylvania
Department Chairperson's Performance Review
Review and Faculty Evaluation Form
Faculty Member Date of Review
Department Semester(s) Reviewed
Type of Evaulation: (check where applicable)
Post 5th year evaluation Regular Part Time
Promotion Year 1 or 2
EVALUATION: "The Chairperson's evaluation shall be based on his/her knowledge and personal
observation of the FACULTY MEMBER'S performance, the results of the department evaluation
committee's evaluation and recommendations and materials submitted by the FACULTY MEMBER."
[Collective Bargaining Agreement, Article XII, C, 1, c, 2].
Each of the three specific evaluation areas to be covered should be handled in two ways: (1) Selecting one
of the four categories describing the evaluee's performance. Each of the categories is intended to serve a
carefully defined function, discussed below. (2) Including a thorough narrative explanation justifying the
selection. Mere selection of an objective description does not constitute evaluation and is unacceptable.
Evidence must be cited in support of judgments. Use additional space as needed.
Does Not Meet Professional Standards. This description should be reserved for rare cases where
an individual is mismatched with his job or is simply incompetent.
Improvement Needed. This comment should be used frequently and without hesitation. It means
simply that there appear to be aspects of the evaluee's performance which could be improved. It
should only rarely, and then in obvious cases, be considered pejorative. For example, beginning
faculty or experienced persons taking on new assignments, should frequently be expected to need
improvement in their performance.
Meets Professional Standards. This designation will probably be used to describe a majority of the
cases that are considered. It is specifically intended as a means of avoiding narrow "grading" of
personnel. Qualitative differences should emerge from the narrative explanation section of the
Distinguished. This description should almost never be used. It should be reserved as a means of
recognizing unequivocally superior performance.