Supervisor Evaluation – Michael Hill

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

Employee: Ashley Morr
Job Title: Human Resources Generalist
Department: Human Resources
Supervisor Email: mhill@collegeforcreativestudies.edu
Review Date: August 8, 2019

	Score	Comment
Quality of Work	DEMONSTRATING (3)
Dependability	STRENGTH (4)
Job Knowledge	DEMONSTRATING (3)	I would like to have a more detailed set of responsibilities, I have never had a clear list of who is responsible for what in the office.
Interactive/Effective Communication	DEMONSTRATING (3)	I try my best at sharing information as it comes to me, and receive information as it is given to me.
Emotional Intelligence	DEMONSTRATING (3)
Management Ability	LEADING (5)
Teamwork	DEMONSTRATING (3)	I think out office as a whole works well together to get what needs to get done, done.
Agility	DEMONSTRATING (3)	As things are always changing I believe I’m able to accept the change and move forward.

Goals

1. Set up a more detailed tracking for Leaves (FMLA, STD, etc)

1. Be more involved in the searches for the open positions, working with the manager and search committees more hands on.

Accomplishments

1. Worked on making the hiring process more effective. I think it has worked better one person handling it from start to finish, less confusion.

1. Worked with Lisa on the Position Request process, this has helped speed up the hiring process at the time of hire because we have everything already in place and we don’t have looming questions.

Comments

If possible I would like to attend some training, since I have been employed at CCS for near 2 years the only training I have been to is FMLA at ASE, and one conference the Michigan HR Day. I hope to be able to attend that in the coming year also.

Created on August 8, 2019 at 1:41 pm
Updated at August 8, 2019 at 1:41 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.

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Definition of Rating Scale:

5: LEADING - Employee contributions have tremendous and consistently positive impact and value to the department and/or the organization. May be unique, often one-time achievements that measurably improve progress towards organizational goals. Easily recognized as a top performer compared to peers. Viewed as an excellent resource for providing training, guidance, and support to others. Demonstrates high-level capabilities and proactively takes on higher levels of responsibility.

4: STRENGTH - Employee consistently demonstrates high level of performance. Consistently works toward overall objectives of the department and or organization. Viewed as a role model in position. Demonstrates high levels of effort, effectiveness, and judgment with limited or no supervision.

3: DEMONSTRATING - Employee consistently demonstrates effective performance. Performance is reflective of a fully qualified and experienced individual in this position. Viewed as someone who gets the job done and effectively prioritizes work. Contributes to the overall objectives of the department and/or the organization. Achieves valuable accomplishments in several critical areas of the job.

2: LEARNING - Employee is working toward gaining proficiency. Demonstrates satisfactory performance inconsistently. Achieves some but not all goals and is acquiring necessary knowledge and skills. For new employees: this rating can be used when an employee is still coming up to speed with their job duties as appropriate, based on their tenure in the position.

1: EMERGENT - Employee behaviors are not currently being demonstrated and little or no development has occurred. Significant development is needed for effective performance in current position.

Evaluation Items:

Quality of Work – Employee produces deliverables efficiently and with little direction and supervision. Also prides themselves in professionalism, strong work ethic, self-motivation, positive attitude and confidence.

Dependability – Employee is trustworthy and reliable.

Job Knowledge – Employee possesses an understanding of the set of responsibilities specific to their job, as well as the ongoing capacity to stay abreast of changes in their job functions.

Interactive/Effective Communication – Employee purposely engages with others and shares relative information that’s accurate and timely. Listens non-defensively to ideas, feedback and invites questions for deeper understanding.

Emotional Intelligence – Employee is aware of the effect their actions, behavior and choices have on others. Handles interpersonal relationships without overreacting or making emotional assumptions knowing healthy conflict can further great work.

Management Ability – Employee possesses the ability to establish a clear vision and can share that vision with others so that they will follow willingly. Effectively provides relevant information, knowledge and methods to realize that vision while coordinating and balancing the conflicting interests of all stakeholders.

Teamwork – Employee builds trusting and engaging partnerships. Transparent and doesn’t shy away from real conversations. Finds ways to encourage and compliment team members.

Agility – Employee possesses the ability to respond rapidly to changes in the internal and external environment without losing momentum or vision.