{"id":2592,"date":"2018-07-16T11:25:16","date_gmt":"2018-07-16T18:25:16","guid":{"rendered":"https:\/\/vendor.hub.wp.nau.edu\/human-resources\/administrator-evaluation-criteria\/"},"modified":"2025-04-01T13:13:00","modified_gmt":"2025-04-01T20:13:00","slug":"administrator-evaluation-criteria","status":"publish","type":"page","link":"https:\/\/in.nau.edu\/human-resources\/administrator-evaluation-criteria\/","title":{"rendered":"Performance &#8211; Administrator Evaluation Criteria"},"content":{"rendered":"<h1>Administrator Evaluation Criteria<\/h1>\n<p>In alignment with <a title=\"ABOR Policy 6-108\" href=\"https:\/\/public.powerdms.com\/ABOR\/documents\/1499252\" target=\"_blank\" rel=\"noopener noreferrer\">ABOR Policy 6-108<\/a>, <em>Evaluation of Administrators<\/em>, 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.\u00a0\u00a0 It is strongly recommended that all administrators are held accountable for the criteria listed below.\u00a0 However ABOR policy states that \u201cevaluation procedures within units shall be flexible enough to meet the particular objectives of the unit without undermining the uniformity of the whole system.\u201d\u00a0 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.<\/p>\n<ul>\n<li><em>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.<\/em>\u00a0 List other major accomplishments and special focus activities that contributed to the success of the unit.<\/li>\n<li><em>The degree to which the administrator performs their role and demonstrates a<\/em><em> commitment to the mission of the university, division and work unit.<\/em> How do they demonstrate personal and professional accountability in alignment with <a title=\"NAU Values\" href=\"https:\/\/nau.edu\/president\/about\/mission-and-vision\/\" target=\"_blank\" rel=\"noopener noreferrer\">NAU Values<\/a> (such as integrity and civility) for their own work, words, and actions?\u00a0 Note whether they set similar expectations for those they supervise.\u00a0 How effectively do they lead by example and hold themselves to the same job behaviors\/standards required of those they supervise?\u00a0 More information on <a href=\"https:\/\/in.nau.edu\/Human-Resources\/Leading-by-Example\/\">leading by example<\/a> can be found on our website.<\/li>\n<li><em>The degree to which the administrator demonstrates leadership effectiveness by establishing<\/em><em> and maintaining professional, productive, and collaborative working relationships, and the contributions they make to the university community (internal and external, as applicable).<\/em> Address how effectively they provide development opportunities and support for their employees and foster a respectful, effective, and trusting work environment.<\/li>\n<li><em>Special achievements of the administrator. <\/em>Note achievements not addressed in the goals.<\/li>\n<li><em>The degree to which they effectively manage university resources, including budget, staff, facilities, etc.<\/em>\u00a0 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.<\/li>\n<li><em>The degree to which they effectively plan for and anticipate events, manage crises, establish contingencies, and react to important priorities.<\/em> Employs a positive approach to change and improvements.<\/li>\n<li><em>The degree to which the administrator and their staff demonstrate a <\/em><em>commitment to service, including teaching and research (if applicable), serving <\/em><em>students, colleagues, employees and other customers.\u00a0 <\/em><\/li>\n<li><em>The degree to which the administrator achieved professional development goals or made progress on areas needing improvement.\u00a0 <\/em><\/li>\n<\/ul>\n<p><!--script class=\"ektron-script\"&gt; if ($(\".catalog_script_placeholder\")[0]) { var scriptsLoaded = 0; $.getScript( \"\/\/catalog.nau.edu\/Catalog\/resources\/js\/jquery.catalogFrames.js\").done(function() { $.getScript( \"\/\/catalog.nau.edu\/Catalog\/resources\/js\/easyXDM.min.js\").done(function() { var placeholder = $(\".catalog_script_placeholder\"); var divId = placeholder.attr('divId'); var Program = placeholder.attr('Program'); var catalogFrameDisplayData = {}; catalogFrameDisplayData[placeholder.attr('DisplayType')] = true; var catalogFrameData = {}; catalogFrameData[\"display\"] = catalogFrameDisplayData; catalogFrameData[\"url\"] = \"https:\/\/catalog.nau.edu\"; catalogFrameData[\"plan\"] = Program; $(function setupCatalogWidget() { $(\"#\" + divId).catalogFrames(catalogFrameData); console.log(catalogFrameData); }); }); }); } &lt;\/script--><!-- shortcode-right-column -->\n<div class=\"shortcode-right-column\" >\n    <div class=\"shortcode-right-column__container\"><!-- shortcode-block -->\n<div class=\"shortcode-block\">\n      <div class=\"block-header\">\n        <h3>Additional Resources<\/h3>\n    <\/div>\n          <div class=\"block-body\">\n      <div>\n<ul>\n<li><a title=\"Sample memo template\" href=\"https:\/\/in.nau.edu\/wp-content\/uploads\/sites\/5\/2019\/09\/Administrator-Performance-Criteria-SAMPLE.docx\" target=\"_blank\" rel=\"noopener noreferrer\">Sample memo template<\/a><\/li>\n<\/ul>\n<\/div>\n          <\/div>\n  <\/div>\n<\/div>\n<\/div>\n\n","protected":false},"excerpt":{"rendered":"<p>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.\u00a0\u00a0 It is strongly recommended that all administrators are held [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":3577,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"","_relevanssi_noindex_reason":"","ring_central_script_selection":"","footnotes":""},"class_list":["post-2592","page","type-page","status-publish","has-post-thumbnail","hentry"],"_links":{"self":[{"href":"https:\/\/in.nau.edu\/human-resources\/wp-json\/wp\/v2\/pages\/2592","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/in.nau.edu\/human-resources\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/in.nau.edu\/human-resources\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/in.nau.edu\/human-resources\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/in.nau.edu\/human-resources\/wp-json\/wp\/v2\/comments?post=2592"}],"version-history":[{"count":0,"href":"https:\/\/in.nau.edu\/human-resources\/wp-json\/wp\/v2\/pages\/2592\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/in.nau.edu\/human-resources\/wp-json\/wp\/v2\/media\/3577"}],"wp:attachment":[{"href":"https:\/\/in.nau.edu\/human-resources\/wp-json\/wp\/v2\/media?parent=2592"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}