It is the College’s goal to annually evaluate the performance of each employee. The purpose of the evaluation process is to provide an opportunity for the supervisor and employee to review the prior year’s work performance. This process should include conversations related to the strengths and weaknesses in your employee’s performance, the development of future objectives, and your support and encouragement in assisting them to reach their full potential. The evaluation process helps to promote better communication between you and your employee, allows your employee input, and enables attention to be focused on job performance standards. As you communicate the performance appraisal, your employee needs to understand performance expectations and your employee should be provided the opportunity to respond and discuss any issues that may arise. Feedback concerning job satisfaction, career goals, and position responsibility are encouraged during the appraisal and throughout the year.
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Supervisors
The following employees have completed their evaluations. Please review them by clicking on each of their names in the table below.
Below is a list of reviews that your employees have submitted.
Employee Evaluations
Employees who report directly to you
Employee: Michael Hill
Job Title: Director of Human Resources
Department: Human Resources
Supervisor Email: abeck@collegeforcreativestudies.edu
Review Date: June 6, 2019
| Score | Comment | |
|---|---|---|
| Quality of Work | DEMONSTRATING (3) |
So far in my current role I would say that I am a 3 in this. I missed a few deadlines this year for completing projects. For example I was suppose to deliver the new performance evaluation system by the first week in June. It wasn’t until July 23, 2019 that it was completed. |
| Dependability | STRENGTH (4) |
I am giving myself a 4, we have more work to do in this area. I feel that I am trustworthy and reliable. When I got here HR did not have a great reputation, I believe that we have a better reputation across campus. Faculty and staff alike seem to rely on us a lot more to help with their HR issues. |
| Job Knowledge | STRENGTH (4) |
I would say that I am a 4 in this area, no one is perfect. I have over 17 years of HR experience but I pride myself in knowing how and when to apply the knowledge that I have. I still have a lot of growing to do as a strategic leader and thinker. |
| Interactive/Effective Communication | DEMONSTRATING (3) |
I would like to get better at this especially at the college level. HR should regularly connect with the college community through effective and interactive communication. I also want to communicate better with the leadership on the campus to make sure HR is aligned with their business objectives. |
| Emotional Intelligence | STRENGTH (4) |
I pride myself on having empathy and being able to put myself in another person’s shoes. HR done properly is intentional about building healthy relationships. I pride myself on being confidential with employee information and treating them with respect and great care. HR has to model this behavior. |
| Management Ability | STRENGTH (4) |
My management style is transformational which is approach that causes change in individuals and socialsystems. In its ideal form, it creates valuable and positive change in the followers with the end goal of developing followers into leaders. |
| Teamwork | STRENGTH (4) |
One of my strengths is the ability to work with and build effective teams. I believe that my presence has helped develop our HR office into a better team. We still have some growing to do but we are a teams that operates in integrity and fairness. |
| Agility | STRENGTH (4) |
I am extremely agile and can adapt to almost any person or environment. In order for CCS to achieve the goals that have been set it is imperative that HR stays nimble and agile. Being agile also helps us respond to our diverse population of students, staff and faculty. |
Goals
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- Implement new compensation model across campus
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- Explore the possibility of getting a HRIS for HR operations
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- Develop more training and development opportunities for the campus community
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- Hire and help onboard the new Director of Equity and Inclusion
Accomplishments
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- Completed HR compensation study with consultant group. Next phase implementation.
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- Designed and launched new employee performance evaluation process with CCS IT.
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- Helped raise the level of trust for HR among the CCS community.
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- Developed consistent HR processes and practices that were lacking for the office.
Comments
Anne is a great support and resource for HR. Her consistent mentoring and guidance has been a great help to my transition here at CCS. I know that Anne will continue to support me and the HR initiatives that we have. That support is all I need to ensure that I am fulfilling my goals.
Created on June 6, 2019 at 9:38 am
Updated at August 6, 2019 at 1:35 pm
Campus security, facilities
Employees who report to Mike Bruggeman
Employee reviews by Mike Bruggeman
Enter each employee evaluation on the Supervisor Evaluations page. Once you have entered your information, click submit. You may edit your entries by clicking on the Edit links of the employee evaluations you’ve entered below. Please complete the supervisor evaluation process by August 23, 2019.