Northwest-Shoals Community College Personnel Handbook/Policy Handbook Appendix Z – 11 - 35

Northwest-ShoalsCommunity College

Administrator Performance Evaluation

Instructions for completing the questionnaire: It will take you approximately twenty to thirty minutes to complete this questionnaire. We suggest you quickly review the entire questionnaire first and then begin to respond to the questions. When you answer the questionnaire, we hope you will respond specifically in those areas where your knowledge of the administrator is best.

Part I: Background of Respondent

Please check the appropriate categories below:

  1. I am a(n):

(Check the one that best fits)

______Administrator

______Faculty Member

______Division Chair

______Department Head

______Staff Member

______Student

______Off-Campus Respondent

______Other (explain) ______

Northwest-Shoals Community College Personnel Handbook/Policy Handbook Appendix aa – 11 - 36

Northwest-ShoalsCommunity College

Administrator Performance Evaluation

Date______Year of Evaluation ______

Name ______Title ______

Department ______Shift ______Supervisor ______

Purpose: This performance evaluation is designed to measure the job performance of administrative employees during the designated period of review. It should also provide an opportunity to discuss development and training for the improvement of current job performance.

Instructions: Rate the administrator on the items on the following pages. Place an “X” in the blank beside the phrase which most closely describes the administrator’s performance. Please provide written comments for each factor, if appropriate.

  1. Job Knowledge

_____ Has gaps in fundamental knowledge.

_____ Has satisfactory knowledge and skill for the routine phases of the job.

_____ Has good knowledge and is well skilled in all phases of the job.

_____ Has an exceptional understanding and skill in all phases of the job.

_____ Not observed.

  1. Planning Ability

_____ Relies on others to bring problems to his/her attention. Often fails to see ahead.

_____ Plans ahead just enough to get by in present job.

_____ Is a careful, effective planner. Anticipates and takes action to solve problems.

_____ Capable of planning beyond requirements of the present job.

_____ Not observed.

  1. Management Ability

_____ Is a poor organizer. Does not make effective use of material or manpower.

_____ Maintains minimum efficiency of operation. Control could be improved.

_____ Displays efficiency of operation. Makes wise use of material and man power.

_____ Displays very effective organization. Carefully balances methods and results.

_____ Not observed.

  1. Quality of Leadership

_____ Often weak and unable to exert control.

_____ Normally develops fairly adequate control and direction.

_____ Consistently a good leader. Commands respect of staff.

_____ Exceptional skill in directing others to great effort.

_____ Not Observed.

  1. Initiative and Creativity

_____ Has little capability for developing new ideas. Often ignores problems.

_____ Has occasionally anticipated problems and developed solutions.

_____ Is usually creative and initiates new procedures.

_____ Always takes the initiative and is exceptionally creative.

_____ Not observed.

Northwest-Shoals Community College Personnel Handbook/Policy Handbook Appendix bb – 11–37

  1. Executive Judgment

_____ Decisions and recommendations are sometimes unsound or ineffective.

_____ Judgement is usually sound and reasonable with occasional errors.

_____ Displays good judgement resulting from sound evaluation.

_____ An exceptionally sound, logical thinker in situations that occur in his/her area.

_____ Not observed.

  1. Oral and Written Expression

_____ Unable to express thoughts clearly. Lacks organization.

_____ Expresses thoughts satisfactorily on routine matters.

_____ Usually organizes and expresses thoughts clearly and concisely.

_____ Consistently able to express ideas clearly.

_____ Not observed.

  1. Human Relations

_____ Does not get along with people. Definitely hinders his/her effectiveness.

_____ Occasional difficulty in getting along with his/her associates.

_____ Gets along with people adequately. Has average skill at maintaining good relations.

_____ Outstanding ability in dealing with colleagues. Increases his/her effectiveness.

_____ Not observed.

  1. Dependability

_____ Definitely unreliable and unable to carry out work independently.

_____ Can normally be expected to fulfill assignments with some supervision.

_____ Consistently dependable in working toward established goals.

_____ Exceptionally dependable and meets goals within established deadlines.

_____ Not observed.

  1. Delegation of Responsibility

_____ Does not delegate responsibility and performs even minor tasks himself/herself.

_____ Is reluctant to delegate responsibility but occasionally allows staff to assume some.

_____ Usually delegates appropriate responsibility to his/her staff.

_____ Exceptionally effective in delegating appropriate responsibility to his/her staff.

_____ Not observed.

  1. Service to College and Community

_____ Does not involve himself/herself in service to college and community.

_____ Occasionally contributes to the benefit of the college and community.

_____ Has contributed measurably in service to both college and community.

_____ Exceptional in rendering consistent service to college and community.

_____ Not observed.

Other Comments: ______

______

______

______

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