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: Michelle Perron
Job Title: Director, Exhibitions & Public Programs
Department: Office of Exhibitions & Public Programs/IA
Supervisor Email: eklos@collegeforcreativestudies.edu
Review Date: July 31, 2019
| Score | Comment | |
|---|---|---|
| Quality of Work | LEADING (5) |
The OEPP, consistently produces stellar public programming and helps cement CCS’s reputation as a major figure in Detroit’s burgeoning art scene. Our goal is to constantly create compelling, high quality art experiences. The success of the OEPP is due to my leadership, abilities and effectiveness. |
| Dependability | LEADING (5) |
I always deliver, above and beyond, what is asked of me, or what I offer to do myself. I always help when asked, and offer help if it looks like it’s needed. I always do what I say I’m going to do. |
| Job Knowledge | LEADING (5) |
In their review last year for re-accreditation of the College, NASAD called OEPP “A Powerhouse.” Our exhibitions and programs are routinely heralded as some of the best in Detroit. Word. |
| Interactive/Effective Communication | STRENGTH (4) |
I am very open with my communication style, but when faced with criticism, or new demands on my already over-burdened work load, I can be defensive. I can work on being more open to feedback and new ways of doing things. |
| Emotional Intelligence | STRENGTH (4) |
I can feel threatened when faced with too much change – it’s been a hard year of change, no VP in IA and short-staff in IA. I’m doing my best to go with the flow. |
| Management Ability | STRENGTH (4) |
I’m an excellent manager, according to my current and former employees, but I always feel I can learn more about delegation and setting achievable goals. |
| Teamwork | LEADING (5) |
I’m an excellent collaborator and welcome collaboration in my work. But because I’ve worked solo for so long, I sometimes need reminding that “there is no ‘i’ in Team.” |
| Agility | STRENGTH (4) |
This is funny, in light of the changes in leadership, because I don’t feel that I’ve handled the change well. I’ve always felt agile in my handling of change. I will continue to work toward being open and lithe as pertains to change. |
Goals
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- Determine how to move forward if funds I raise for program do not go back into program. There no incentive for me to raise $ if that $ doesn’t serve the programs.
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- Better time management – too much time on marketing and fundraising, not enough on curation.
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- Professional development opportunities as relate to curatorial practice and education.
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- Work toward creating new student professional practice initiatives (internship, curatorial program, etc.) and get them funded.
Accomplishments
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- Bizarre Bazaar! Raised more money than ever!
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- Another impactful season of exhibitions and public programs.
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- Successfully transitioned from one Exhibitions Manager to the next.
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- Found ways to manage stress of over-production and manage too-high expectations.
Comments
Based on the quantity of work that I do, and the expansion I’d like to see in the OEPP at CCS, I really need more help, or I fear that quality will be compromised. It would be good to talk through ways that the staffing could be re-structured and augmented to realistically meet expectations.
Created on July 31, 2019 at 2:49 pm
Updated at July 31, 2019 at 2:49 pm
Assistant Director of Special Events
Employees who report to Shaye Campbell
Employee Reviews by Shaye Campbell
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.