Administrator Evaluation Criteria

In alignment with ABOR Policy 6-108, Evaluation of Administrators, and in consideration of the performance evaluation criteria for which other faculty or staff are held accountable, the performance related criteria for administrators will include, but may not be limited to the list below.   It is strongly recommended that all administrators are held accountable for the criteria listed below.  However ABOR policy states that “evaluation procedures within units shall be flexible enough to meet the particular objectives of the unit without undermining the uniformity of the whole system.”  Therefore some modification of this Administrator Performance Evaluation Criteria may be appropriate, but should be relatively consistent for all administrators within a particular administrative or academic area.

• The degree to which achievement of programs and departmental goals were attained as compared to the goals established at the beginning of the review period.  List other major accomplishments and special focus activities that contributed to the success of the unit.
• The degree to which the administrator performs their role and demonstrates a commitment to the mission of the university, division and work unit. How do they demonstrate personal and professional accountability in alignment with NAU Values (such as integrity and civility) for their own work, words, and actions?  Note whether they set similar expectations for those they supervise.  How effectively do they lead by example and hold themselves to the same job behaviors/standards required of those they supervise?  More information on leading by example can be found on our website.
• The degree to which the administrator supports educational excellence and access, student success, and achieves multicultural understanding as a priority for NAU. Address the effectiveness with which they make efforts to enhance diversity, access and equity obligations, and provide an inclusive learning and working environment.  Go here for information on Administrators’ Criteria for Diversity, Access and Equity.
  
• The degree to which the administrator demonstrates leadership effectiveness by establishing and maintaining professional, productive, and collaborative working relationships, and the contributions they make to the university community (internal and external, as applicable). Address how effectively they provide development opportunities and support for their employees and foster a respectful, effective, and trusting work environment.
• Special achievements of the administrator. Note achievements not addressed in the goals.
• The degree to which they effectively manage university resources, including budget, staff, facilities, etc.  Evaluate how they manage and monitor compliance and uphold the policies and procedures that serve in the best interest of the university and its members.
• The degree to which they effectively plan for and anticipate events, manage crises, establish contingencies, and react to important priorities. Employs a positive approach to change and improvements.
• The degree to which the administrator and their staff demonstrate a commitment to service, including teaching and research (if applicable), serving students, colleagues, employees and other customers. 
• The degree to which the administrator achieved professional development goals or made progress on areas needing improvement.