3.6. Performance Appraisals/Growth Plans

All employees of TMS must have a Performance Appraisal/Growth Plan conducted by their Academic Head/Manager in accordance with the policy guidelines. Performance appraisal deals with the employee’s historical performance, while the growth plan sets out objectives for the upcoming year(s).

Non-Teaching Employees

Employees set annual professional growth goals which are formally reviewed during mid-year and year-end conversations with their manager. An employee will have successfully completed their performance appraisal when their performance together with the completed objectives are rated at the ‘Meets Expectations’ (ME) or higher on the performance appraisal. For newly hired employees, performance objectives are set within the first three (3) months by their manager. The performance objectives are discussed and presented in writing to newly hired employees. Managers are expected to regularly monitor the performance of their team members, this includes the requirement to establish scheduled supervision sessions. Growth plans are designed to assist the employee to work on identified areas of development over the ensuing year and to ensure that appropriate plans and resources are in place..

Faculty

A formal assessment of the faculty growth plan will occur once every three years for all faculty. During the intervening years, each faculty member is expected to set annual performance growth goals which are approved by the Academic Head and reviewed for completion. Annual performance growth goals can be selected from any of the four competency domains: 1) Planning and Preparation, 2) Classroom Environment, 3) Instruction, and 4) Professional Responsibilities. Peer collaboration and assistance is encouraged in order to provide feedback and share best practices. The formal assessment during the third year will include in-class observations, one-on-one feedback and formal mid-year and year-end conversations. An individual who is not performing to TMS expectations will be moved out of the normal professional growth track and into the performance appraisal track for one year, with specific improvement goals identified. Newly hired faculty members will receive an annual performance appraisal before being placed on the growth track.