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: Carla Gonzalez Job Title: Director of Admissions Department: Enrollment and Student Services Supervisor Email: julieh@collegeforcreativestudies.edu Review Date: August 9, 2019| Score | Comment | |
|---|---|---|
| Quality of Work | LEADING (5) | I am reliable and complete work tasks without oversight. As a manager I can also ensure that the work my staff is responsible for is on target. |
| Dependability | LEADING (5) | I can be trusted to get work done, to prioritize my own work and the project work of my team as it relates to all areas of the Admissions office. |
| Job Knowledge | LEADING (5) | I am eager to ensure that the processes we use in Admissions are up to date, responsive to student needs, and thorough. It is important to me that our systems and processes are nimble, and I push for changes that will improve how the team works and the results we generate from that work. |
| Interactive/Effective Communication | LEADING (5) | I do work to make sure I am having frank and productive conversations that move things forward and not just to complain. I have been encouraging my staff to do that same- taking Pres. Tuski’s message of staff “empowerment” to heart and to action. |
| Emotional Intelligence | STRENGTH (4) | I need to work a little keeping my frustrations in check, but I recognize that at times I allow emotion to come forward. However, my reactions are never held as grudges and I work to find ways to work past the frustrations or to address and remedy the cause. |
| Management Ability | LEADING (5) | I ed my team to develop more comprehensive policies for the College, and worked to gain buy-in for new tools that will allow our team to grow enrollment and increase efficiency in our work processes (ex. TES/Transferology) |
| Teamwork | LEADING (5) | I ensure that my team understands that their work is valuable to our goals, and I communicate that their role is essential to our tasks. I ask for feedback on new ideas, and welcome suggestions and discussions around if/why/what if/can we/should we, etc. This generates mutual respect and confidence. |
| Agility | LEADING (5) | I try to be as agile as I can but do require some time to think through the impact of change. I involve various stakeholders to ensure an idea “will work” before proceeding, and will work through issues that may hinder the start or completion of project or implementation |
Goals
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- In next 3 months Increase communications with Director of Intl and Grad ADM to improve overall integration into the office processes and TargeX. Results: fewer non-conforming process, fewer gaps
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- Formalize all phases and methods of integrating PCS leads and program activities more thoroughly into the Recruitment Pipeline Results: increase conversion from PCS student to UG student
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- Continue to build a wholistic team approach that ensures open communication and collaboration across the entire Admissions Team Results: Increased trust and transparency across the department
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- Make and use opportuties to offer Admissions perspective and insights to furter the development of new programs and curriculum to further the mission of the College
Accomplishments
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- Established and maintain open communications in support of processes between ASDM and IT, and where processes integrate with AARO, BO, ISSO, etc.
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- Led ADM communictaions plan and development of email Drip messaging, and ensured language was consistent across publications, website, marketing and counselor communications, etc.
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- Stepped in to oversee and manage Student Ambassador program and Transfer Credit placement when Assoc. Dir. was out on medical leave
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- Hired an excellent team member who directly supports the growth and expansion of our recruitment CRM capabilities.
Comments
Continue to identify, suggest, and offer opportunities for me to engage in larger conversations around the College where the Admissions perspective can or should be involved. I need to make more opportunities to conduct formal professional development training outside of CCS.
Created on August 9, 2019 at 3:17 pm Updated at August 11, 2019 at 10:42 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.