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: Ellen Schneider Job Title: Director, Detroit City of Design Department: Design Core Supervisor Email: ostella@collegeforcreativestudies.edu Review Date: July 29, 2019| Score | Comment | |
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| Quality of Work | LEADING (5) | I love planning and feel comfortable taking ownership over projects, especially complicated big-picture ones. This year I have been trying to get better at slowing down to collaborate well, within Design Core and CCS |
| Dependability | LEADING (5) | I take ownership over my projects and my role in supporting the efforts of my teammates. I am passionate about my work and am fortunate to be surrounded by colleagues who also really care |
| Job Knowledge | LEADING (5) | It’s difficult to feel fully confident because the job and knowledge base is constantly evolving as we pursue new initiatives. I struggle sometimes to feel confident when working in the design space, but I do feel confident in my ability to learn quickly |
| Interactive/Effective Communication | STRENGTH (4) | I think I have done well at this. I am fairly introverted and definitely need time to myself to think about big picture issues, but I have made a stronger effort to coordinate efforts with team members and external partners. |
| Emotional Intelligence | LEADING (5) | Our team has a strong culture of empathy and openness and we can work through issues collaboratively and productively, even with different personalities and work styles. I carry this approach with me in working with external partners from a diverse array of backgrounds. |
| Management Ability | LEADING (5) | |
| Teamwork | LEADING (5) | Internally, I really enjoy working with our team and believe we have really improved at working together to plan and solve problems. Externally, I work with a diverse array of partners and am comfortable facilitating conversations and collaboration among people from different backgrounds. |
| Agility | STRENGTH (4) | I am comfortable managing complex and evolving projects, creating new systems, and organizing a lot of ideas and information. I have gotten better at managing issues that come up and being flexible, but I can improve on being more detail-oriented. |
Goals
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- Launch City of Design Research Lab with inclusive design certification – $3M from Wilson + $100K from corporate members in 2020
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- 1Give away $75K in design research grants to support projects that move Detroit toward the envisioned outcomes of the action plan in 2020
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- Improve systems for sharing/exchange with City of Design Partners and within UNESCO Design Cities Network by June 2020.
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- Host successful INCLUDE conference for 300 local and global attendees in Detroit in November 2019
Accomplishments
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- Completed first report on progress of Detroit City of Design Partners. Managed survey creation and outreach, developed narrative, managed consultants, managed production and distribution of report
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- Expanded City of Design Partners to 60. Managed outreach, criteria, application, and selection of 7 additional partners, hosted 2 of 4 City of Design Workshops with 3 more planned for September
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- Repeated Commerce Design: DETROIT Awards, coordinating with Project Manager from AIA and Design Core Staff to select jury, conduct outreach, and manage experience for participants, and select 20 winne
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- Carried forward efforts around design research discussion at CCS, developing model for Detroit City of Design Research Lab. Co-facilitated faculty workgroup around topic, prepared $3m ask to Wilson
Comments
Continue being enthusiastic, supportive, and receptive to ideas and feedback
Created on July 29, 2019 at 12:56 pm Updated at July 30, 2019 at 10:53 amEnter 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.