The process should blend faculty development goals with IANR and department goals, action plans and emerging. Individual goals and objectives and departmental or IANR goals, action plans or strategic themes are central to this process. The individual's Annual Report of Faculty Accomplishments and Position Description must be included. Accomplishments and impacts should be recognized and acknowledged. Deficiencies and weaknesses should also be addressed and corrected.
Faculty development is achieved through counseling and coaching, continuing throughout the year.
Evidence of entrepreneurship, initiative, and creativity are present and are well above the norm. Comments substantiating the basis for a specific performance rating should be provided in the space provided. The faculty member should be assured that these comments will be forwarded and reviewed by the Deans. The review between the faculty member and the supervisor should occur as soon following the Deans' consultation with the unit administrator as possible. This site maintained by IANR Finance and Personnel .