A 6 - Administrative Evaluation

RATIONALE

Evaluation is a tool that is used by the EICCD in making educational decisions. Evaluation is also utilized as a process of accumulating useful information to assist in the judgment and improvement of administrative performance.

The EICCD maintains that responsible evaluation will benefit the performance of the administrator and consequently of the unit administered; that is, evaluation should effectively result in a better performance by the administrator where improvements can be incorporated into the individual administrative style and where the changing needs of an institution might require a shift in attention.

The evaluation system developed for administrators in the EICCD is process-oriented and not an end in itself. The system is designed to endorse the attributes of each administrator as well as to indicate areas requiring planned growth and development. The evaluation should be a beneficial endeavor where both the individual administrator and the EICCD seek to identify and appraise those mutually inclusive goals and objectives that are woven into the fabric of the contracted relationship between the person and the institution.

New employees should be evaluated after the completion of the probationary period or 90 days employment. An annual evaluations should be completed within 30 days of the employee’s anniversary date.

Evaluation documents can be found at: https://liveeicc.sharepoint.com/sites/HumanResources/SitePages/Evaluations.aspx

FORMAT

The administrative evaluation format consists of:

Performance Evaluation and Professional Development Form
Position Description

PROCEDURE

The following procedural steps are to be followed in the evaluation process:

Step 1 - Review the job description in the “Position Management” module of PeopleAdmin to ensure correctness.
Step 2 - Conduct performance evaluation and identify opportunities for professional development as necessary.
Step 3 - Update job description if needed. Modifications are subject to approval.
Step 4 - Return completed Performance Evaluation and Professional Development forms to the Human Resources Office.

Eastern Iowa Community Colleges Suggested Guidelines for Completing Performance Evaluations

Below is a listing of helpful guidelines to use in completing performance evaluations of staff.

Check with your employee and their schedule. Set aside time to conduct your meeting within a week of the official review date.
Prepare and schedule for an uninterrupted evaluation conference.Allow adequate time for you and your employee to talk and a private space for conversation.
Review the current job description with the employee and make changes as necessary.
Collect 360-degree feedback. Take into consideration your opinions and the opinions of others who interact with your employee.
Use specific examples of critiques. Be prepared to give examples where one is not expressly written in the review.
Take time to both listen and share.
Establish goals together for their next review period.
Show confidence in the employees’ ability to improve in areas that need strengthening.
Continue to promote positive success in specific performance areas.
Once completed the supervisor and employee will sign the form, the employee is then provided a copy, and the original with signatures should be forwarded to the HR department.

ADOPTED 4/85
REVISED 7/88, 7/99, 7/05, 8/19, 4/24
REVIEWED 7/88, 7/99, 7/05, 8/19, 4/24
Ref. Board Policy 407