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
Employee: Brandi Keeler Job Title: Admissions Counselor Department: Admissions Supervisor Email: aarmand@collegeforcreativestudies.edu Review Date: July 25, 2019| Score | Comment | |
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| Quality of Work | LEADING (5) | I meet/exceed goals, handle my applicants with custom care, provide excellent presentations and look for ways to constantly improve my contributions to the institution as a whole. Also worked during maternity leave to make sure students on Snapchat didn’t fall through the cracks. |
| Dependability | LEADING (5) | Helped to lower CCS costs by purchasing my own holiday and birthday cards. Saved money in Georgia by staying with family during the trip for Atlanta NPD. |
| Job Knowledge | STRENGTH (4) | With pregnancy brain and maternity leave I’ve had to ask Amber for refreshers on some of the recent transfer credit policy changes. Also with the new policies on data security there are new responsibilities for my role that I am still becoming acquainted with. |
| Interactive/Effective Communication | LEADING (5) | Took notes at weekly communications to help keep team up to date while Amy was out. Asked relevant questions at team meetings to problem-solve and also ensure clarity for self and colleagues. |
| Emotional Intelligence | LEADING (5) | I’ve helped students/families struggling with the admissions process from various lenses (health issues, affordability, special accommodations, family tragedy, etc.) by practicing empathy and patience. I have engaged in difficult conversations with denied students while encouraging them to succeed. |
| Management Ability | DEMONSTRATING (3) | While I’m not a manager, this year I was tasked with helping to onboard two new employees and provide a bit of training. In addition to helping onboard my peers, I’ve been actively taking Linkedin training to become more proficient at managing so I can lead student ambassadors. |
| Teamwork | STRENGTH (4) | Connected Scott Northrop to Fitzgerald and Warren Woods Tower advisory meeting to involve faculty in school relationships. I feel I can increase my teamwork efforts with my colleague Jill and encourage more collaborative efforts in the Midwest. |
| Agility | LEADING (5) | I feel that I was able to adapt to pregnancy and changing team structure while maintaining my level of work performance. |
Goals
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- Meet and/or exceed all school visit and individual enrollment goals by July 15, 2020.
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- Recruit, hire, train and co-lead a staff of 15-25 engaged and high performing student ambassadors and develop metrics for success of program by May 15, 2020.
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- By Feb 1 2020, Increase the admit to deposit conversion and reduce summer melt by developing 1-3 new digital initiatives and creating metrics for the success of these initiatives.
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- By July 1, 2020, Complete a professional course/workshop/certification in career counseling to strengthen my ability to counsel students beyond their portfolio and application requirements.
Accomplishments
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- Along with Jill increased effectiveness of IHSAE platform by involving CCS faculty, recruiting 28 applicants and 19 admits (1 which deposited) and recruit 2 PCSE attendees.
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- Increased alumni involvement in recruitment efforts: Connected 12 CCS alum to MI Bright Future as coaches to potential prospects/applicants. Connected 2 alum to Rochester Get Your App In Gear event.
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- Prior to maternity leave (April 15) exceeded my individual school visit, applicant and admit goals for the year. I was on track to meet my deposit goal with 50/56 deposits (89%).
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- Supported digi-recruitment efforts: Led 3 webinars, created 2 new site videos (how to deposit & concept design video), created a new campaign (5 ways to make a choice) and updated website tour page.
Comments
In 5-10 years I aim to be an independent educational consultant specializing in counseling and career coaching for creative students. By providing support with appropriate education (certification) and relevant mentorship you’d help me build a foundation for this goal.
Created on July 25, 2019 at 11:58 am Updated at July 25, 2019 at 11:58 amEnter 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.