Supervisor Evaluation – Olga Stella

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: Jessica Malouf Job Title: Sr. Marketing Manager Department: Design Core Detroit Supervisor Email: ostella@collegeforcreativestudies.edu Review Date: August 15, 2019

	Score	Comment
Quality of Work	STRENGTH (4)
Dependability	STRENGTH (4)
Job Knowledge	STRENGTH (4)
Interactive/Effective Communication	STRENGTH (4)
Emotional Intelligence	STRENGTH (4)
Management Ability	STRENGTH (4)
Teamwork	LEADING (5)
Agility	LEADING (5)

Goals

1. Launch Episode 2 of the Detroit City of Design podcast in 2019 and secure advertising and reaching 5,000 listeners.

1. Develop a campaign around the value of design and why businesses would hire designers from the Detroit Design Network, resulting in at least 3-5 conversions.

1. Develop and execute a Detroit Month of Design marketing strategy that leads to at least 45,000 attendees throughout the month of September

1. Increase digital following across platforms by 10%

Accomplishments

1. Successfully launched the first Detroit City of Design podcast, exceeding average the average for podcast episode downloads

1. Acquired new and stronger Month of Design partnerships and marketing strategies: billboards, streetlights, buses, Cobo, Azure, Dezeen, Design Milk, WDET, social, email, event marketing outline, etc.

1. Developed more cohesive and effective communications and editorial calendar across organization, exceeding programatic goals by first quarter. Includes: DDN member highlights, COD news & case studies

1. Strengthened the cohesion and use of the Design Core brand. Not only are aesthetics more developed and stronger, but most people now know Design Core and that we are behind all our programs.

Comments

Continue to support professional development opportunities.

Understanding what my career trajectory and organizational growth could look like and what I can do to work towards that.

Created on August 15, 2019 at 12:00 pm Updated at August 19, 2019 at 9:56 am

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.

Your Evaluation Reviews

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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.