ANNUAL PERFORMANCE DEVELOPMENT PROCESS
FOR ADMINISTRATIVE FACULTY
Date of Evaluation
Administrative Faculty Member’s
Name
Evaluating Administrator’ s Name
Department/Area of Responsibility
Administrative faculty in [department name] are evaluated annually in general
performance areas. Service areas specific to the manager’s administrative
responsibilities are addressed through ratings and comments on managerial and
institutional objectives or key deliverables. The ratings are defined below:
Excellent
Performance is consistently excellent and
objective/key deliverable is achieved in a superior
manner; consistently demonstrates initiative in
development and implementation of objectives
Commendable
Objective/key deliverable is consistently achieved
and often exceeds expectations
Acceptable
Performance meets expectations and objective/key
deliverable is achieved in a reasonably independent
manner with satisfactory progress for the current
developmental state
Needs Improvement
Performance needs improvement to completely
achieve objective; will require additional counseling,
training, and initiative to fully meet objective/key
deliverable
Unsatisfactory
Failure to achieve objective/key deliverable;
performance needs immediate improvement
PART A: General Performance Areas - The following are general
performance areas valued for all managers in the performance of their jobs.
At the end of the evaluation period, make appropriate comments and assign a
rating which addresses the level of performance achieved in each area.
1. Customer Service: Ability to understand and meet the needs of internal and external customers
Comments:
2. Human Resource Management: Ability to effectively foster employee skills development,
clearly define expectations and address performance issues; ability to appropriately recognize
employees and utilize training resources
Comments:
3. Leadership: Ability to foster cooperation and teamwork, promote a productive workforce through
coaching and feedback, act as a resource or subject matter expert, model professionalism in all
interactions
Comments:
4. Oral and Written Communications: Ability to communicate clearly with diverse populations
and all levels of administration
Comments:
5. Planning/Integration: Ability to develop effective work strategies for short and long-term
planning integrating services with institutional goals
Comments:
6. Resource Management: Demonstrates time and budget management skills, develops efficient
work strategies, streamlines, work unit processes, institutes efficiencies
Comments:
E
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PART B: Managerial and Institutional Objectives/Key Deliverables - At the
beginning of the evaluation period, develop up to ten performance objectives
or key deliverables on services, programs, projects, etc.
At the end of the evaluation period, make appropriate comments, which
address quality, timeliness, teamwork, creativity, and initiative. Assign a level
of performance by checking the rating, which most closely describes the
department head’s achievement of the objective/key deliverable.
1. Objective/Key Deliverable:
Comments:
2. Objective/Key Deliverable:
Comments:
3. Objective/Key Deliverable:
Comments:
4. Objective/Key Deliverable:
Comments:
5. Objective/Key Deliverable:
Comments:
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PART B con’t: Managerial and Institutional Objectives/Key Deliverables
6. Objective/Key Deliverable:
Comments:
7. Objective/Key Deliverable:
Comments:
8. Objective/Key Deliverable:
Comments:
9. Objective/Key Deliverable:
Comments:
10. Objective/Key Deliverable:
Comments:
E
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A
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PART C: Accomplishments - Provide details about the faculty member’s departmental, divisional,
institutional, or personal accomplishments during this evaluation period.
PART D: Narrative Summary - Provide an overall assessment of the faculty member’s job
performance during this evaluation period, placing emphasis on major strengths and areas of needed
improvement. Indicate actions to be taken by the employee to improve areas of performance.
Indicate expectations for personal and/or career development.
Overall Rating
Based on Parts A, B, C, and D, assess the faculty member’s overall performance and indicate the
level by checking the appropriate rating:
Overall
Rating:
Excellen
t
Commendable
Effective
Needs
Improvemen
t
Unsatisfactory
Employee’s Comments
Signatures
Administrative Faculty Member
Date
Evaluating Administrator
Date