The purpose of the educational administrator evaluation process (District Policy #2115) at Solano Community College is to assess performance by recognizing strengths and achievements, and by identifying areas which may need improvement, thereby providing the educational administrators with an opportunity for growth.
As someone who works under the supervision of or closely with the educational administrator being evaluated, you have been selected to receive the attached performance survey entitled, “Educational Administrator’s Report Card”. Please complete the survey, sign and date it, and return it, sealed in the envelope provided, to the person specified and by the deadline date noted on the front of the survey form.
In addition to the survey form, you may use the spaces provided below to record specific commendations and/or suggestions for professional growth and development. (You may use additional paper, as necessary.) If you choose to use this “Comment Sheet,” please be sure to sign and date it, and enclose it in the envelope along with the survey form.
Your comments are confidential; no individual responses will be shown to the educational administrator being evaluated.
Communication Skills
Leadership Skills
Evaluatee:______________________
Please return the completed survey to:
______________________________
Management/Administrative Skills
Professional Knowledge
Signature: _________________________________________________ Date:____________________
(Unsigned forms will NOT be considered.)
Confidentiality – It is important that the integrity of the evaluation process be protected.
Also, it is important that the educational administrator being evaluated does not have his/her right to privacy violated. In accordance with approved District personnel policies and procedures, all information concerning an educational administrator’s evaluation shall be treated as strictly confidential
The following rating is a SCANTRON Form available in Human Resources. Do not use this form for evaluation.
Please use the following scale to assign a “grade” to the educational administrator’s level of performance on each aspect of the five categories listed. Leave blank any items that are not applicable, unobserved, or which you are unable to rate.
“A” Functions at a consistently high level of professional excellence; performance is distinguished, salient, superior and excellent.
“B” Functions beyond standard requirements; outstanding in some respects; a high degree of competence; positive and desirable performance.
“C” Meets the standard performance expected of District educational administrators;
performance is acceptable.
“D” Does NOT consistently meet the standard of performance expected of District educational administrators; professional development is necessary.
“F” Performance is significantly BELOW the standard expected of District management employees; this rating indicates a need for corrective action.
Evaluatee:___________________________________________
Please return the completed survey to ____________________
By _____________________.
To what extent does this educational administrator…
Rating Scale
COMMUNICATION SKILLS A B C D F
• communicate with clarity? □ □ □ □ □
• communicate with clarity in oral messages? □ □ □ □ □
• communicate with clarity in non-verbal behaviors? □ □ □ □ □
• listen carefully to what is being said to him/her? □ □ □ □ □
• provide clear expectations to staff? □ □ □ □ □
• provide clear directions to staff? □ □ □ □ □
• provide clear feedback to staff? □ □ □ □ □
LEADERSHIP SKILLS
• act as an advocate for his/her division/area?
• make positive contributions to committees and similar groups? □ □ □ □ □
• take a leadership position in encouraging multi-culturalism in his/her area? □ □ □ □ □
• exhibit vision? □ □ □ □ □
• demonstrate self-confidence? □ □ □ □ □
• demonstrate assertiveness? □ □ □ □ □
• demonstrate initiative? □ □ □ □ □
□ □ □ □ □
• exhibit work that is well organized? □ □ □ □ □
• exhibit work that is accurate? □ □ □ □ □
• complete effective performance evaluations? □ □ □ □ □
PROFESSIONAL KNOWLEDGE
• understand the discipline(s)/area(s) that s/he supervises? □ □ □ □ □
• demonstrate knowledge regarding professional staff development issues? □ □ □ □ □
• keep current with developments which may impact the mission and goals of the District? □ □ □ □ □
• participate in professional service organizations? □ □ □ □ □
• seek growth opportunities? □ □ □ □ □
• engage in a planned program of personal growth? □ □ □ □ □
• engage in a planned program of professional growth? □ □ □ □ □
Written comments – Please use the accompanying “Educational Administrator’s Evaluation Comment Sheet” to submit any personal observations that you feel might assist the evaluation team in providing a fair, valid and constructive evaluation of this educational administrator.
Confidentiality – It is important that the integrity of the evaluation process be protected. Also, it is important that the educational administrator being evaluated does not have his/her right to privacy violated. In accordance with approved District personnel policies and procedures, all information concerning an educational administrator’s evaluation shall be treated as strictly confidential.
Signature: ___________________________________________________________ Date: ________________________
APPENDIX E
ADMINISTRATIVE EMPLOYEES (Continued) 4800
APPLICANT REIMBURSEMENT
A. Eligibility and Maximum Reimbursement Amount
1. If funding is available the District will reimburse the travel expenses of eligible candidates invited to second (2nd) interviews for regular management positions, up to the limits allowed. (If the candidate is recommended for hire and declines the offer, reimbursement will not be allowed.)
2. The maximum reimbursement amount per interview for any candidate for all allowable expenses shall not exceed five hundred dollars ($500).
The total reimbursement for any candidate, regardless of the number of interviews, shall not exceed one thousand dollars ($1,000).
3. Expenses for travel from outside a 150 – mile radius of the District is eligible for reimbursement.
4. Authorization for reimbursement must be granted by the Human Resources Department, as applicable, prior to the expenses being incurred.
B. Allowable Transportation Expenses
1. Common Carrier: Reimbursement is authorized for round-trip economy or coach fare.
2. Private Automobile: Reimbursement for travel by privately owned automobile is authorized at the rate based on prevailing Internal Revenue Service (IRS) regulations.
3. Local Transportation Expenses
a. Reimbursement may be claimed for local rental car expense, shuttle fares, taxi fares, and parking fees.
b. Reimbursement for local rental car expense is authorized for up to two days, not to exceed forty dollars ($40) per day.
APPENDIX E
ADMINISTRATIVE EMPLOYEES (Continued) 4800
APPLICANT REIMBURSEMENT
c. The maximum reimbursement for all local transportation expenses shall not exceed eighty dollars ($80).
C. Allowable Lodging Expenses
1. Reimbursement for local lodging expense is authorized for one night, not to exceed one hundred dollars ($100).
2. No reimbursement will be made for non-commercial lodging in a private dwelling.
The maximum reimbursement amount per interview for any candidate for all allowable expenses shall not exceed five hundred ($500). The total reimbursement for any candidate, regardless of the number of interviews, shall not exceed one thousand dollars ($1,000).
Receipts are required to be mailed back to the Human Resources Department as applicable within one week after the interview.
REVIEWED: November 17, 2014