A comprehensive faculty performance appraisal program is necessary for any college to maintain a high standard of excellence, effectiveness, and accountability. Faculty performance should be reviewed using established, fair, and consistent procedures that consider obligations, agreed-upon objectives, and performance standards. The purposes of the review are to assess individual job performance; encourage the highest quality of job performance; reward performance which meets or exceeds the established performance criteria; identify individual knowledge, skills, and needs for development; clarify future performance expectations, goals, and priorities of the faculty and the division chair or dean; and maintain effective communication between faculty and the chair or dean for improving methods and procedures used in performing the work. Evaluation is dependent upon shared responsibility and rigorous professional judgments. Moreover, only items that have been agreed to should be evaluated, focusing on quality rather than quantity. Faculty performance review is an on-going process that relies heavily on the mutual involvement of the faculty person and the dean. Prior to the evaluation period, the faculty member and dean should have discussed goals, expectations, activities, and areas of emphasis for the upcoming year. Performance issues should also be discussed throughout the year, with the annual performance review scheduled at the end of the evaluation period. (TGI)