Performance Reviews & Awards

The primary purpose of the evaluation process at Lone Star College System is to maintain a high quality educational program.  The evaluation process focuses on the professional growth and development of each employee as an individual in relationship to the position description, institution, and divisional goals and priorities.

All evaluations will be written.  The employee and supervisor will each sign the evaluation form, evidencing that the evaluation was completed and reviewed by each.  The original evaluation form is to be sent to System Office Human Resources and will be filed in the employee’s file.  The employee is given an opportunity to respond and consult with the supervisor.

Full-Time Faculty Performance Review
Since instruction is the primary responsibility of faculty, the performance appraisal will focus on instruction, curriculum development, and continuing professional development.  Other areas include institutional service and community service (Lone Star College System Board Policy DLA).

Full-time faculty on annual contracts will receive a comprehensive end-of-year review of performance on an annual basis while on one-year contracts.  Faculty on multi-year contracts undergo a comprehensive review every other year until obtaining two successive satisfactory reviews.  After two successive satisfactory reviews, faculty have a comprehensive review every third year and remain on this schedule unless corrective action is required. 

Part-Time Faculty Performance Review
The Dean will be responsible for reviewing the performance of all adjunct faculty each semester.  The faculty will be evaluated based on classroom observation and the responses of a student questionnaire.  The results of the evaluation will be shared with the adjunct faculty member to enhance quality instruction.  Evaluations are forwarded to the System Office Human Resources office.

New employees, new administrative, professional and support staff are to be evaluated at the third and sixth month of employment.  This review provides a structure of opportunity to identify and resolve problems and provide feedback.

Administrative/Professional Staff

Performance Evaluations
Effort to maintain the highest education program possible the evaluation and development of professional and administrative staff is important.  The purpose is to promote professional growth, improve administrative skill, and foster open communication between employees and their supervisor. 

All annual evaluations of administrative and professional staff should be completed by August 15 of each year and submitted to the System Office Human Resource.

Support Staff Evaluations
Support staff employees should be evaluated annually, with all evaluations completed and submitted by June 30th of each year.  New employees hired after February will not be evaluated until June 30th of the following year. 

Part-Time Staff Evaluations
All part-time employees should be evaluated annually with all evaluations completed and submitted to the System Office Human Resources.

Faculty and Staff Service Awards for Longevity
Full-time faculty and staff who have completed service achievements 5, 10, 15, 20, and 25 (and every five years thereafter) years are recognized at the Annual Awards Banquet.  The System Office Human Resources office coordinates the service awards program.

Faculty and Staff Excellence Awards
Excellence awards are based on specific criteria, and selections of nominees are done at the college level.  Excellence Awards are presented at the Annual Awards Banquet.