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.
Begin your Employee Self Evaluation.
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: Mikel Bresee Job Title: Director Department: Community Arts Partnerships Supervisor Email: dtuski@collegeforcreativestudies.edu Review Date: July 24, 2019| Score | Comment | |
|---|---|---|
| Quality of Work | STRENGTH (4) | I’m a much better leader and program planner than administrator. Having been raised in an analog world, I can sometimesmiss opportunities in the virtual world. I am a leader in program planning, partnerships and coordination and have learned to hire those who have skills I am not truly leading on. |
| Dependability | LEADING (5) | If I say I will do it- it usually gets done. However, you can count on me to always tell the truth and from time to time I may discuss whether or not what we are trying to accomplish is what we should be actually be accomplishing. Community work requires both dependability, and flexibility. |
| Job Knowledge | LEADING (5) | No one knows the program I built from the ground up over the past 18 years. Where outside direction is most beneficial is when others in the College share how CAP can further support and/or interface with other College programs. Directly reporting to the President assists greatly in this process. |
| Interactive/Effective Communication | STRENGTH (4) | In general this is a strength. I have learned to listen carefully and not defend when engaging the community. I can tend to get frustrated however with administrative hurdles and overly intrusive hierarchies when dealing with challenges within the College itself. This has been a focus area for me |
| Emotional Intelligence | STRENGTH (4) | Again- similar to above- I am definitely a leader in the community. Criticism slides off and challenges are acknowledged and re-directed. I can get frustrated with hierarchy and bureaucracy in situations and environments where these seem inflexible- largely internally at the College. |
| Management Ability | DEMONSTRATING (3) | As suggested in Quality of Work above, I am a much better thinker, planner, and leader than manager. More straight administrative and classic management skills could probably improve my work, but I know my weaknesses and have learned to hire those whose skills fill in my gaps and empower them. |
| Teamwork | LEADING (5) | Teamwork and collaboration are basic survival skills in community work, which has been my vocation since I started in 1989. I have rare inter-organizational skills and capacities and have a great ability to instigate and support collective action- both of individuals, and organizations. |
| Agility | LEADING (5) | Another core skill. I have an absolute dedication to achieving agreed-upon goals and objectives and understand that this often means that activities and deliverables need to shift or change completely to achieve the objective. I often use the phrase “dancing on a volcano” to describe my work. |
Goals
-
- Continue working with DPSCD to expand CCS partnerships in the arts including: developing new after-school arts classes; and engaging CCS’ Art Education program, students, and chair by Summer 2020.
-
- Move forward with Youth Development/SEL initiative this year including; aligning CAP YD/SELprogram goals; aligning instructor training and professional development, and additional staff support.
-
- Develop and expand “systems” oriented partnerships on a higher scale this year such as: Saturday Arts Academy (DSA pathway), GOAL Line/CEC, 21st. Century.
-
- Work to define CAP/HFA:SCS relationship this year RE: change to U Prep: Continue CCS First Connect past January? Connect more with BRIDGE program?
Accomplishments
-
- Creation of the Detroit Creative Youth Development Coalition including: Heritage Works, InsideOut, Living Arts, Mosaic, and Y Arts with Skillman and Youth Development Resource Center support.
-
- CCS/DPSCD MOU and Skillman funding for the Saturday Arts Academy at Detroit School of Arts, a direct DPSCD partnership including DSA and Mosaic Youth Theatre.
-
- Successful partnership with the Community Education Commission and GOAL Line service contract for arts classes throughout the 2019/20 school year.
-
- Developed expanded partnerships to deliver after-school arts classes through 21st Century programs with a focus on Detroit with: ACCESS; and EMU’s Bright Futures.
Comments
Continue supporting CAP’s relative freedom to respond to community need through its arts and youth development programs. Act as a a conduit between CAP’s community programs and the College’s other programs, supporting the exchange of college and community resources. Act as an advocate for CAP.
Created on August 9, 2019 at 4:00 pm Updated at August 12, 2019 at 3:07 pmEnter 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.