Section III: COC Comprehensive Standards
3.2.10 The institution evaluates the effectiveness of its administrators, including the chief executive officer, on a periodic basis.
JUDGMENT OF COMPLIANCE
NARRATIVE/JUSTIFICATION FOR JUDGMENT OF COMPLIANCE
The University evaluates the effectiveness of its administrators, including the chief executive officer, on a periodic basis. The effectiveness of the President is evaluated annually by the Chancellor and the Board of Regents of The Texas A&M University System (The Texas A&M University System Policy 01.03 – Appointing Power and Terms and Conditions of Employment). Documents relating to the performance of the President are housed in the Office of the Chancellor, The Texas A&M University System, 200 Technology Way, College Station, TX 77845-3424, Telephone: (979)458-6000.
Vice Presidents are evaluated annually by the President and serve without fixed terms, subject to the pleasure of the President. Administrators, including any faculty with administrative duties such as Deans and Chairs, are evaluated annually by the appropriate Vice President or immediate supervisor in accordance with The Texas A&M University System Regulation 33.99.03: Performance Evaluations for Non-Faculty Employees which requires that “the performance of each non-faculty employee of the System…will be evaluated each year.” This Regulation goes on to state that “the purpose of employee performance evaluations is to inform employees of the quality of their work, to identify those areas needing improvement, set specific objectives for employees, and provide an opportunity to discuss career goals and the support needed to meet those goals. Performance evaluations also assist department heads and managers in evaluating their work force, identifying employee potential, and establishing priorities for training, education and reward.”
Performance of new administrators, including any faculty with administrative duties such as Deans and Chairs, is evaluated during the probationary period, which is generally the first six months of employment. This is addressed in The Texas A&M University System Regulation 33.99.02: Probation. In addition, academic administrators are evaluated every three years by both supervisors and subordinates using the Academic Administrator Evaluation System.
To further ensure compliance, instructions during the budget process stipulate that employees must have a current satisfactory performance evaluation on file to support any merit proposal. (Memorandum from Dr. Ray M. Keck III, President, to all Vice Presidents, dated June 24, 2003, RE: Budget Instructions) This directive is in accordance with University Rule 31.01.08.L1 – Merit Salary Increases which states that “an employee who demonstrates outstanding performance evidenced by an above average or excellent overall rating on a current performance evaluation may be recommended for a merit salary increase.” To ensure compliance, the Office of Human Resources confirms that each employee has a current satisfactory performance evaluation in the official personnel file.
Performance evaluations for Vice Presidents, Deans, Chairs, and other administrators are housed in the Office of Human Resources. Results of all evaluations are available in the SACS Documentation Room, Killam Library 334.