{"id":4834,"date":"2018-10-22T13:25:57","date_gmt":"2018-10-22T20:25:57","guid":{"rendered":"https:\/\/in.nau.edu\/human-resources\/?page_id=4834"},"modified":"2024-05-22T10:14:01","modified_gmt":"2024-05-22T17:14:01","slug":"supervisors-instructions-for-evaluating-administrators","status":"publish","type":"page","link":"https:\/\/in.nau.edu\/human-resources\/supervisors-instructions-for-evaluating-administrators\/","title":{"rendered":"Performance – Supervisor’s Instructions for Evaluating Administrators"},"content":{"rendered":"

Supervisor’s Instructions for Evaluating Administrators<\/h1>\n

The supervisor is responsible for the following:<\/h3>\n\n
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Establish and communicate the criteria by which the administrator will be evaluated, as appropriate for the position. Accordion Closed<\/span><\/h4>\n <\/span>\n <\/div>\n <\/a>\n
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The performance evaluation shall be narrative in nature (without a score or ranking).  A memo format is recommended.  A template for the expectations\/evaluation memo<\/a> has been created for your convenience.  The criteria shall closely align with the Administrator Evaluation Criteria<\/a>. The evaluating supervisor may include qualitative statements in this memo that communicate their assessment of the level of performance, such as noting specific areas of performance that meet, do not meet, or exceed expectations (or similar language).  The overall assessment may also indicate in narrative form that the administrator’s performance is considered to be good, excellent, highly meritorious or some other appropriate description.<\/p>\n<\/body><\/html>\n\n <\/div>\n<\/div>\n\n

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Establish and communicate the dates of the performance appraisal cycle to the administrator being reviewed. Accordion Closed<\/span><\/h4>\n <\/span>\n <\/div>\n <\/a>\n
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This period should align with NAU’s fiscal year of July 1 – June 30, (or an academic year cycle within that fiscal year if more appropriate depending on the unit).  Similar cycles, expectations, and processes shall be set for evaluating all administrators within a particular supervisor’s reporting scope, and should be relatively consistent.  As with other employees, the yearly appraisal should be provided sometime between April 1 and September 30 in order to be considered current.<\/p>\n<\/body><\/html>\n\n <\/div>\n<\/div>\n\n

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Ensure that the performance expectations and goals for upcoming period are developed in a participative manner and communicated verbally and in writing to the administrator in advance of the review period. Accordion Closed<\/span><\/h4>\n <\/span>\n <\/div>\n <\/a>\n
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The evaluating supervisor has final discretion on expectations, goals and evaluation, however, the administrator being reviewed shall participate in the process of setting expectations and the formulation of objectives, goals, projects or areas of focus, and personal\/professional development for the coming year.<\/p>\n