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: Tracy Muscat Job Title: Vice President Department: Institutional Advancement Supervisor Email: dtuski@collegeforcreativestudies.edu Review Date: August 14, 2019| Score | Comment | |
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| Quality of Work | STRENGTH (4) | In my six weeks of employment at CCS, I was a self-starter in terms of core facets of the Department. R. Rogers indicated that I only need to come to him if I needed help and as such, all activity (including an Intro. plan for D. Tuski) was self-driven. |
| Dependability | STRENGTH (4) | Being new (six weeks) during the evaluation period, I have continued to follow up on commitments, keep to my word and more. R. Rogers and team members have commented that I am thorough and proactive on communicating about action items and and am organized in my approach. |
| Job Knowledge | LEARNING (2) | Although familiar with development and marketing/communication activities from prior roles, during my first six weeks, I was still (and am) very much learning the nuances to my responsibilities at CCS. |
| Interactive/Effective Communication | STRENGTH (4) | My first six weeks at CCS included much listening and subtle changes that came from engaging the existing team and colleagues. Always coming from a place of inquiry, my philosophy has been to come from a place of inquiry and to bring multiple voices/perspectives into the conversation. |
| Emotional Intelligence | STRENGTH (4) | I am aware of team dynamics and my emotional wake. As a result, I have taken things at face value, coming from a place of inquiry and not reading more into situations. Knowing that the team would go through forming, norming, and storming, I have adjusted my style to support these phases. |
| Management Ability | LEARNING (2) | I did not jump in with “this is my vision.” It felt premature without learning more and prior to a new President starting. However, I have set appropriate boundaries re: budget, prospects, follow through, etc. and have engaged each team membr to understand what info they need for success, etc. |
| Teamwork | SELECT | I take everyone at face value and have engaged each team member to understand the cross-overs and then to bring people togther to communicate directly. I have been respectful and transparent when it came to having a crucial conversation with a team member who was not adjusting well to change. |
| Agility | DEMONSTRATING (3) | I am comfortable with change (as evidenced in part by helping to lead through change, including the development of an introduction plan for the new president prior to his arrival and my knowing him). R. Rogers commented on how I am working to move the team forward during a new/transition period. |
Goals
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- None established, new employee.
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- None established, new employee.
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- None established, new employee.
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- None established, new employee.
Accomplishments
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- Leading all efforts to create a introduction plan for D. Tuski while engaging others to operatioalize this plan (this had not been done before at CCS).
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- Have engaged other team members in processes, strategies, strategic plan and more to help inform short-term adjustments that helped to inform the work but begin to lay the ground work for FY 20 .
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- Engaged with many board members and donors during my first six weeks–establishing and re-establishing connections to support future involvement with CCS.
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- Idenfied risks/gaps in operations that could negatively impact CCS (i.e. verbal pledges, gaps in data functions, gift counting, prospect pipeline, DIWA f/u, etc.) and have implemented new processes.
Comments
Having an opportunities to learn more about CCS (as a College, its students, faculty, supporters, alumni, team, etc.) will be of great support/importance to me as I work to create recommendations and strategies that are informed and will support the growth of the College in many ways.
Created on August 14, 2019 at 12:36 pm Updated at August 14, 2019 at 12:36 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.