Supervisor Evaluation – Michelle Peck

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: Rachel DeBoard Job Title: Print Services Administrator Department: Academic Technologies Supervisor Email: mpeck@collegeforcreativestudies.edu Review Date: July 26, 2019

	Score	Comment
Quality of Work	LEADING (5)	Spend most of my work time without a supervisor on-site. Created new programs and documentation. Started new services based on student requests/needs. In-depth strategic planning. Helpful to students who need extra assistance. Make tools for WS to learn work/customer service skills.
Dependability	LEADING (5)	Often work late and do not miss deadlines. Manage a cash register and cover for WS who are overworked. Manage my own work and set my own progress goals with benchmarks. Keep track of WS who need a break and encourage self-care, but still make sure that the print shop meets all its deadlines.
Job Knowledge	LEADING (5)	Onyx training for new software. New printer calibration techniques. Researched Risograph printing. Started relationships with other schools/institutes/shops. Wrote and led new workshops. New WS approach to prevent WS burn out. Mentored WS in academic/work/personal challenges. WS closing duties.
Interactive/Effective Communication	LEADING (5)	Promoted IC news, extra/changed hours and workshops via flyers, QTips etc. Accepted critique/changes from M. and WS to improve clarity. Encouraged questions during WS training and workshops. Adjusted Riso workshop/program based on student feedback. Comm. w/ M. via email at the end of night shifts.
Emotional Intelligence	LEADING (5)	Kept M. abreast of all shop news. Balanced between firm/helpful with clients. Assessed and adjusted WS workload based on mental/phys. health. Discussed future strategic plans with M. in an open and frank way. Clarified confusing policies based on student feedback. Open w/ WS about their performance.
Management Ability	LEADING (5)	Developed specific tactics for WS to handle situations (phone, client mangmt, stress mangmt). Proposed new position to fit needs of students and grow program. 18-month & 3-5 year Riso plan. WS mid-sem. refresher packs. Riso how-tos. Responded to WS needs; more responsibility vs. scale back for some.
Teamwork	LEADING (5)	Noticed WS strengths, encouraged, built confidence in WS strengths. Frank convos. w/ WS when needed (super-seniors). Effective plan for difficult/stressed WS. Convos w/ my dept., faculty, dept. chairs about program growth, expectations, realistic goals. Paired WS w/ strengths that matched.
Agility	LEADING (5)	Watched WS for early signs of fatigue and intervened. Proactive approach to WS burn out. Altered Riso program based on resources and student feedback. Changed Riso wrkshp structure based on feedback. Added QTs / doc. based on student requests. Adjusted job/ expansion proposal based on feedback.

Goals

1. 1. Grow the Riso program to incorporate more Ford campus students. (50-50 each campus) (1-2 year goal)

1. 1. Encourage and support clubs/groups that use Riso in collaboration and access. e.g. New Riso club, AIGA / Detroit book fair, EA fundraising groups, CD Netherlands study abroad program. (1-2 year goal)

1. 1. Increase local / regional awareness of CCS Riso program: Start a spring zine festival here at CCS (2-3 year goal). (Collaborate with library or depts.) Start a visiting artist program. (2-3 year goal)

1. 1. Incorporate CE and recruitment opportunities into Riso program. e.g. Teacher and teen workshops, work with marketing, Saturday sessions. (1-2 year goal.)

Accomplishments

1. 1. Started the Risograph program, designing and running a 3-week curriculum that runs each semester, and works for students across disciplines and skill levels.

1. 1. Developed a rental structure for independent Riso printing. Trained WS to assist in new program. Wrote step-by-step guides for independent use of facilities. Offered one-on-one tutoring with WS or IC

1. 1. Problem solved to relieve WS stress: direct guidance to WS on how-to handle stress, during interview and training process. Targeted WS stressful situations and responded with change and instructions.

1. 1. Supported student outreach, groups and other programs, such as AIGA, Detroit Art Book fair participation, EA trip fundraising, career day take-aways, job portfolios and applications.

Comments

Support a promotion to a Riso Studio Manager position, growing the IC to 3 employees. The new position would allow me to develop all the goals I listed, and would ensure that the accomplishments of the past year would be sustained. The promotion would also reflect work completed in the last year.

Created on August 14, 2019 at 1:39 pm Updated at August 14, 2019 at 1:39 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.

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