Performance Evaluation Process
The College supports a regular, ongoing performance reviews between employees and
supervisors. The Performance Review Process is viewed as a communication tool for the
supervisor and employee.
The goal of NWTC’s Staff Performance Review System is intended to:
Establish a process that supports staff achievement of personalized development goals.
Promote continuous improvement in the development and delivery of the highest quality,
life-long learning opportunities for the students, partners, businesses, and communities
Develop staff knowledge and skills required for effective team collaboration focused on
achieving NWTC’s Critical Success Factors.
Create an enhanced learning environment where staff embrace life-long learning and
support each other in accomplishing NWTC’s Vision, Mission, and Critical Success
The College and Faculty have agreed to a comprehensive performance evaluation process which
is outlined in the Faculty Collective Bargaining Agreement as follows:
1. Overview: The Northeast Wisconsin Technical College (NWTC) Performance Appraisal
System (PAS) for Employees is a system for promoting professional growth and evaluating
the performance of employees.
2. Components of the System:
a. A professional folder created by the employee and updated as necessary for each
performance appraisal meeting.
b. Learner feedback obtained by the employee through surveys each semester.
c. A classroom observation performed by a supervisor.
d. A performance appraisal using domains and rubrics completed by a supervisor.
e. A performance appraisal meeting with the supervisor to review all of the above.
f. A personal action plan completed by the employee and supervisor at a joint meeting.
g. Employee feedback on the supervisor.
3. Professional Folder: The creation of a professional folder provides employees with a structure
for documenting and reflecting on their practice. The following are guidelines for creating the
a. The professional folder will be prepared and submitted to the supervisor by the employee
prior to the performance appraisal meeting.
b. The professional folder should be structured around sound professional instructional
standards, and individual and College goals.
c. The professional folder should include artifacts that provide evidence of good practice for
various components of each of the four domains including unit plans, lesson plans, teaching
documents, results of learner surveys, assessment documents, learner work samples,
conference agendas, professional activity logs, etc.
d. The professional folder may also include written commentaries (reflection) on the enclosed
artifacts that detail why and how they were used, how they promoted learning, and what
was learned from them, or how they benefited the college or employee professionally.
e. The professional folder should be a mentored or coached experience, in which the
professional folder is used as a basis for ongoing professional discussions with a
f. Team DSDEO time shall be used for preparation of professional folders by employees.
4. Learner Feedback: Learner feedback will be gathered for each course being taught during the
semester. The survey will be a form developed by the FA and the College. The survey will be
administered by the employee.
a. Results of the survey will be evaluated by the employee. An overall summary of survey
trends will be included and discussed in the professional folder as they pertain to various
competencies of the four domains. Employee strengths and areas for improvement as
determined from the learner surveys will be identified in the professional folder.
b. The employee shall keep on file all surveys collected for a period of two semesters
following the semester the survey was collected. After the two semester period, the
employee may dispose of the surveys at his/her choosing. The College shall have the right
to review the original completed surveys during the two semester period.
5. Observation: An observation is a means of collecting information on many of the domains and
competencies listed in the performance rubric. Observations are optional for non-probationary
a. Observations shall be announced and held on a date and at a time mutually agreed upon by
the employee and the supervisor. Employees are encouraged to complete a pre-observation
b. Additional observations may be initiated at the discretion of the supervisor as deemed
c. A pre-observation meeting is optional but will be scheduled if requested by either the
employee or the supervisor.
d. Probationary employees shall be observed a minimum of two (2) times each year during
the three-year initial probationary period.
e. All other employees shall be observed once every two years unless requested by the
employee or supervisor, or as specified in the Personal Action Plan. i.e. – The classroom
observation may not need to be performed or may be performed more often than once
every two years.
6. Personal Action Plan: The goal of a personal action plan is to provide a structured vehicle to
assist the employee in making continuous improvement and to assist the supervisor in
providing support for development.
a. The personal action plan will be developed by the employee and supervisor at the
performance appraisal meeting and will be based on review of the professional folder,
learner surveys, classroom observation, and performance appraisal tool.
b. Measurable outcomes/activities will be outlined in the action plan.
c. Resources needed will be identified.
d. Timelines will be outlined.
e. Both the employee and supervisor shall sign the personal action plan indicating they have
reviewed the document.
7. Employee Feedback:
a. Employees on a semester basis shall have the opportunity to provide input into the
evaluation of their supervisor using a form provided by the College and agreed to by the
FA. These forms will be returned to the supervisor.
8. General Procedures:
a. Performance appraisals shall be conducted yearly for probationary employees. Non-
probationary employees shall receive a performance appraisal every two years or as
mutually agreed upon by the employee and supervisor in the personal action plan.
b. Within one week after the performance appraisal meeting between the employee and the
supervisor, copies of the classroom observation tool, the completed and signed
performance appraisal tool, and the completed and signed personal action plan will be
forwarded to the employee and to the respective division dean/supervisor, and VP of
Learning to Human Resources for placement in the individual’s file. At the employee’s
request, copies of comments regarding any component of the appraisal process shall be
placed in the individual’s file.
c. Evaluation by general observation of employee performance within or outside of the
classroom of a commendatory or non-commendatory nature such as interpersonal
relationships with employees and learners, professional growth, conduct with respect to
board policy, contract obligations, and similar items may be placed in the employee’s file
subject to other provisions of this agreement.
d. Nothing contained in this section shall be construed to deny an employee of the right of
redress contained elsewhere in this contract.
e. A joint committee comprised of three faculty, appointed by the NWTC Faculty Association
and three administrators appointed by the NWTC President will review the appraisal
system annually and make joint recommendations for change if needed.
We are committed to the adherence to the performance review process. In the first year of
implementation, the College Action Plan goals included the successful completion of the
performance reviews by the Instructor and Supervisors as one of the major college initiatives.
The documents used by instructors and supervisors are attached.
Non-Unit Professionals and Support Employees
Performance reviews for Benefited Support and Non-Unit Professional Employees are conducted
on an annual basis. The employee and supervisor discuss objectives and results, and set
professional development goals.
The process is an excellent opportunity for the Supervisor and staff member to communicate
with one another as well as to receive valuable feedback. It is a great opportunity for the
supervisor and employee to discuss future goals, activities and expectations.
Performance reviews for part-time support employees are highly encouraged. Investing the time
to review a part-time employee will allow the employee to grow in their position and thus make
greater contributions to the department, the College, and ultimately our customers. We have
created a new, simplified performance appraisal form that can be used to review part-time staff.