You are a Program Evaluator because you have met a set of minimum qualifications and exhibit the characteristics, behaviors, and attitudes 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 the ABET leadership. The competencies include characteristics, behaviors, and attitudes highly regarded in the workplace as well. You will be evaluated on how you demonstrate these core competencies, during your service as an ABET Program Evaluator.
The PEV Competencies are:
- Technically Current
- Effective at Communicating
- Interpersonally Skilled
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.
- 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 for Program Evaluators, team chairs, member societies, and program administrators and faculty to be familiar with the PEV Competency Model and understand the expectations for each.
- Demonstrates required technical credentials for the position.
- Engaged 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
- 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.
- Is focused on 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 about ABET Criteria, 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 specific information on the PEV competencies and desired proficiencies. It also covers the application of the competencies and proficiencies, during a campus visit.
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. 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 Team Chair, the institution representatives, and your 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 performance appraisal forms are based on the competencies. Below are four 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:
- 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 to 5 – and any Program Evaluators who need remediation or removal – average score of below 3 or a 1 or 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 Commission Meeting in July. This timeline assures programs performance appraisals do not influence accreditation actions.
Please complete this evaluation of the Recertification Training.