Supervisor Evaluation – Vince Carducci

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 and supervisors 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 and supervisors have submitted, listed by department.

Employee Evaluations

Employees who report directly to you

advertising

Employees who report to Ryan Ansel

Employee reviews by Ryan Ansel

Art Education

Employees who report to Amy Ruopp

Employee reviews by Amy Ruopp

Communication design

Employees who report to Susan LaPorte

Employee reviews by Susan LaPorte

Craft and Material Studies

Employees who report to Kim Harty

Employee reviews by Kim Harty

Employees who report to Tom Madden

Employee reviews by Tom Madden

Entertainment Arts

Employees who report to Tim Flattery

Employee reviews by Tim Flattery

Fashion Accessories Design

Employees who report to Aki Choklat

Employee reviews by Aki Choklat

Fine art

Employees who report to Valerie Jenkins

Employee reviews by Valerie Jenkins

Foundation

Employees who report to Elena Arnaoutova

Employee reviews by Elena Arnaoutova

Illustration

Employees who report to Don Kilpatrick

Employee reviews by Don Kilpatrick

Interior Design

Employees who report to Sandra Olave

Employee reviews by Sandra Olave

Liberal Arts

Employees who report to Lisa Catani

Employee reviews by Lisa Catani

Photography

Employees who report to Bruce Feldman

Employee: Bob Hewitt Job Title: Photo Lab Tech Department: Photography Supervisor Email: bfeldman@collegeforcreativestudies.edu Review Date: July 24, 2019

	Score	Comment
Quality of Work	LEADING (5)	I believe I do a good job of managing the Photo darkrooms, and digital labs. For most routine decisions I do so on my own. When necessary I seek input and or approval when needed for large purchases, infrastructure changes or policy changes.
Dependability	LEADING (5)	I often arrive well before my start time in order to set up rooms etc for classes. On the occasion I am sick I make sure their is adequate coverage. I make every effort to have on hand and on time any materials required for classes.
Job Knowledge	LEADING (5)	My education was in traditional film and chemistry. My previous work experience was in digital retouching and printing. I have an extensive knowledge of mechanical and electrical operation. With this background I can offer support to students and faculty regarding photo practices and make repairs.
Interactive/Effective Communication	LEADING (5)	I am patient. I listen and respond in a timely manner after listening and researching all concerns.
Emotional Intelligence	STRENGTH (4)	I believe I do. I try and resolve conflict without raising my voice or getting mad.
Management Ability	LEADING (5)	I try to do what is in the best interest of the work study working for me and to train them to accept responsibility increasing that when I feel they are ready. I do this under the umbrella of the school’s vision and the departments.
Teamwork	LEADING (5)	My job requires that I communicate effectively with all of the faculty. When there exists an conflict with the requirements of the department I try to resolve this without alienating anyone.
Agility	LEADING (5)	I look to see what changes to our profession are occurring and bring those to the other members of the department for evaluation and consideration.

Goals

1. 1. Increase my knowledge of studion lighting and practices.

1. 1. Evaluate new printing technology and how we might use it.

1. 1. Further develop safety training for staff and faculty.

1. 1. Increase my understanding of software related to Photography.

Accomplishments

1. 1. Worked with Faclities and Chair to provide better ventilation to darkrooms. Not complete, ongoing.

1. 1. Began a learning and training procedure for handling, storing and labeling chemistry. Also, ongoing.

1. 1. Finished installation and upgrade to the departments silver recovery system.

1. 1. Upgraded out non silver lab. Purchase of and installtion of explosive fume hood. Purchase of new exposing unit.

Comments

More communication would be helpful. I think it would be good to have meetings only involving the Chair, DA and Staff separate from the Faculty to share and go over matters pertaining to the department.

Created on August 5, 2019 at 9:36 am Updated at August 5, 2019 at 9:36 am

Employee reviews by Bruce Feldman

product design

Employees who report to Vincenzo Iavicoli

Employee reviews by Vincenzo Iavicoli

transportation Design

Employees who report to Paul Snyder

Employee reviews by Paul Snyder

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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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