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.
Employee Evaluations
Employee: Lillien Waller
Job Title: Writer
Department: Marketing
Supervisor Email: klees@collegeforcreativestudies.edu
Review Date: July 30, 2019
| Score | Comment | |
|---|---|---|
| Quality of Work | LEADING (5) |
I execute my job with very little guidance on discrete projects. It’s why I was hired. This doesn’t mean no guidance/collaboration. I routinely, however, conduct research, interviews; execute copy for different audiences; and — for magazines — exercise editorial judgment with little supervision. |
| Dependability | STRENGTH (4) |
My dependability is usually quite strong and something I pride myself on, particularly as I often work in isolation (the nature of the job). This year, I missed more deadlines than normal (not many, and not necessarily consequential, but I took note) and view that as something to improve next year. |
| Job Knowledge | LEADING (5) |
I bring 20+ years of knowledge to bear on my job. For nearly six years, I have written for different audiences in many formats, switching voices with ease: articles, profiles, magazine production (editorial), web text, heads/tags, speeches, scripts, emails, collateral materials & line/copy editing. |
| Interactive/Effective Communication | STRENGTH (4) |
I seek always to be transparent, to offer useful criticism, to be helpful where needed and to be amiable with my coworkers. I mostly succeed. I welcome feedback; but one notable exception: C Magazine 2019. I was particularly defensive about this project because I felt disrespected by its subject. |
| Emotional Intelligence | STRENGTH (4) |
See comments under “Interactive/Effective” Communication. |
| Management Ability | LEADING (5) | |
| Teamwork | STRENGTH (4) |
Even when I am collaborating with other teammates, my job is performed primarily in isolation. It’s the nature of writing/developing concepts. I work most often with two people (designer/video producer), and I try to be an ardent and encouraging teammate. Examples: magazines, WMW, PSAs |
| Agility | STRENGTH (4) |
I arrived at CCS as the first person ever to hold my position, so my work portfolio was not as specific, requiring greater agility. I am still required to execute unforeseen challenges, however, including a history of DIWA, C Magazine (three stories changed midstream), editing teammates’ writing. |
Goals
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- To seek out writing-related professional development (conferences, residencies), which have always been encouraged by my supervisors but I haven’t yet taken advantage of the opportunity.
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- To re-envision C Magazine and, for 2020, the Alumni Magazine, including but not limited to: editorial, focus, audience, content.
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- To create a writing-contingent project that contributes to and synchronizes with the overall goals of the Marketing & Communications Dept and that supports CCS’s mission.
Accomplishments
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- C Magazine 2019: in 200 characters: 6 months, in-depth online and archival research, 20+ interviews, articles (15,000+ words), magazine conception/editorial
Comments
Insight on how to make good writing more relevant to the dept’s goals. Also, as the only member of IA of five or more years who has not received a title change, promotion or merit increase, I request guidance on skills/contributions needed to achieve one or more of these career-relevant milestones.
Created on August 13, 2019 at 4:51 pm
Updated at August 14, 2019 at 3:39 pm
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.