Module 6: The PEV Appraisal Process

You have been selected to participate in Program Evaluator Candidate Training because you meet a set of minimum qualifications and exhibit the characteristics, behaviors, and attitudes that ABET has identified as vital to high-performing Program Evaluators.

A. What Are the ABET PEV Competencies?

The PEV Competency Model was developed with input from veteran program evaluators, team chairs, and ABET leadership. The competencies include characteristics, behaviors, and attitudes that are highly regarded in the workplace as well. You will be evaluated on how you demonstrate these core competencies during the training process and during your service as an ABET program evaluator.

The PEV Competencies are:

  • Technically Current
  • Effective at Communicating
  • Professional
  • Interpersonally Skilled
  • Team-Oriented
  • Organized

The ABET PEV Competency Model serves several purposes:

  • It informs PEVs and PEV candidates of expectations of program evaluators.
  • It serves as a tool for assessing candidates against the competencies.
  • It serves as a focus for training PEV candidates.
  • It provides standards for performance appraisal and enables continuous improvement feedback for PEVs and member societies.

The PEV Competency Model has raised the bar for PEV performance and improved the consistency of team evaluations. It is important program evaluators, team chairs, member societies, and program administrators and faculty be familiar with the PEV Competency Model and understand the expectations for each competency.

Technically Current

  • Demonstrates required technical credentials for the position.
  • Engages in life-long learning and current in the field.
  • Demonstrates current knowledge of ABET General and Program Criteria and ABET policies and procedures.

Effective at Communicating

  • Writes clearly and succinctly.
  • Presents concise oral briefings and easily conducts interviews.


  • Professional appearance.
  • Committed to contributing and adding value.
  • High integrity and ethical standards.
  • Follows ABET Code of Conduct.

Interpersonally Skilled

  • Friendly and sets others at ease.
  • Listens and places input into context.
  • Open-minded and avoids personal bias.
  • Forthright – does not hold back what needs to be said.
  • Adept at pointing out strengths and shortcomings in non-confrontational manner.


  • Readily accepts input from team members.
  • Works with team members to reach consensus.
  • Values team success over personal success.


  • Adheres to meeting deadlines.
  • Focuses on critical issues and avoids minutia.
  • Displays take-charge initiative.
  • Takes responsibility and works under minimum supervision.

Summarizing, a program evaluator should:

  • Be knowledgeable about current standards in his/her field and ABET Criteria and policies and procedures.
  • Have strong oral and written communication skills.
  • Be professional in appearance and actions.
  • Listen well, be open-minded and fair, and communicate clearly with the team.
  • Be a team player.
  • Do his/her part in completing required documents in a timely, complete manner.

As you prepare for your visit, keep these competencies in mind and allow them to guide you in your preparation.

Please take a moment and review the Program Evaluator Competency Model. This document contains more details on the application of the competencies and desired proficiencies during a campus visit.

Also Note: There is also a Team Chair Competency Model, which is used to select, train, and evaluate Team Chairs.

B. What Is the PEV Performance Appraisal Process?

ABET has a strong commitment to continuous improvement. PEV performance appraisals:

  • Evaluate against the PEV Competency Model.
  • Clearly communicate to the PEV what is expected.
  • Serve as a vehicle for professional development.
  • Serve as a tool for continuous improvement.

Your qualifications were reviewed against the PEV Competency Model as part of your selection. Your performance will be evaluated as you complete the online training pre-work and Face-to-Face Training by both the support facilitator at your table and your peers at Face-to-Face Training.

Most important, your team chair, institution representatives, and fellow team members will appraise your performance each time you are assigned to an accreditation evaluation team. Think of this as a 360-degree review designed to ensure decisions are not made on a single data point.

The program evaluator performance appraisal forms are based on the competencies. Below are four forms:

The forms:

  • Describe how the competencies will be demonstrated during pre-visit activities and on the campus visit.
  • Provide a set of clear rubrics and areas for actionable comments on a scale of 1 to 5:
    • 1 = needs improvement
    • 3 = met expectations (The 3 rating is the benchmark. It is a good rating. There may not be an opportunity to demonstrate a higher level of performance on all competencies in many/most evaluations.)
    • 5 = exceeded expectations

Once performance appraisal forms are completed and submitted, ABET compiles a report for each program evaluator. These reports are sent to the appropriate commission executive committee and your ABET member society. Reports will identify exceptional performers for recognition (average score of 3-5) and any program evaluators who need remediation or removal (average score of below 3, or a 1-2 in any single competency area).

Both the commission executive committee and your member society will review your performance report. If needed, your society will provide any additional input concerning your performance. Finally, the commission executive committee will make a determination for recognition, remediation, or removal. You will receive your performance appraisal results after the Summer Commission Meeting. This timeline assures programs that performance appraisals do not influence accreditation actions.