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: Lynn Blasey Job Title: Coordinator Department: Community Arts Partnerships Supervisor Email: mbresee@collegeforcreativestudies.edu Review Date: August 20, 2019| Score | Comment | |
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| Quality of Work | LEADING (5) | Strong example to hourly staff to anticipate needs of the department before supervisors know what they need, supports hourly staff in producing deliverables. |
| Dependability | STRENGTH (4) | takes responsibilities seriously and delivers results in a timely manner consistently, provides the most consistent office presence to support office function |
| Job Knowledge | LEADING (5) | constantly adapts to new circumstances and program needs and supports/trains colleagues and supervisors to keep up with all the changes (payroll, etc…) |
| Interactive/Effective Communication | LEADING (5) | as the most consistent voice of cap/ccs to our staff, I provide clear, timely communication out while also receiving information from many sources and processing/addressing it myself or passing it along to relevant parties in a clear, timely fashion. |
| Emotional Intelligence | LEADING (5) | very self aware and has taken great strides in avoiding/not participating in office drama (adrianne/rachel) while keeping everyone focused on the tasks at hand and moving the program forward |
| Management Ability | LEADING (5) | I carry our mission forward, clearly explain the goals of specific programs to staff and support them in delivering/meeting our objectives administratively. I fill in a lot in this area to compliment Larry’s communication/follow through. |
| Teamwork | LEADING (5) | I support all staff (hourly employees and supervisors) in making sure the work gets done correctly in a timely manner. I train others regularly to help turn their weaknesses into strengths in everything from payroll to excel to email and more. |
| Agility | LEADING (5) | I consistently adapt to rapidly changing deadlines and priorities and ask for clarification as needed. I support other staff in meeting quick deadlines as well. |
Goals
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- Update Payroll tracking document quarterly instead of waiting until a report is needed and to catch errors quicker.
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- Create a sustainable PR model/structure/system to support the telling of our story more completely, accurately, and consistently.
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- Ensure my FYE class gets an understanding about what CAP is and does by getting one of my students to do their “New Detroit Experience” related to our office/work.
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- Set up our relevant fall programs in CitySpan and use that system for tracking and reporting. Train other CAP staff to support data entry as well.
Accomplishments
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- Managed our supplies in a way that kept us under budget and well-stocked consistently throughout the year (office and program supplies)
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- Successfully navigated changes to HR, Payroll, & Fingerprinting policy and procedures and effectively communicated and trained our staff to comply.
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- Empowered and supported employees to take on more responsibilities within their positions (Haley, Eduardo, & Gabby as exmamples).
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- Set up and have consistent buy in (from employees and supervisors) to systems to support our staff and track our programs allowing reporting to be relatively smooth and seamless.
Comments
I’m wondering if there are ways I can assist in the financial reporting for grants in a way that makes it less frustrating for you since my brain understands numbers a little better. This would also help me better understand how grant reporting works elevating me to be more involved moving forward.
Created on August 21, 2019 at 12:17 pm Updated at August 21, 2019 at 12:17 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.