ADMINISTRATOR EVALUATION
INSTRUCTIONS
Purpose: The administrator evaluation is to create an ongoing systematic process for administrator
evaluation and professional growth, incorporating peer review, and providing an official cumulative record
of each administrator's performance. Salary increases for administrative staff are tied to satisfactory
evaluation.
Administrator evaluations will be conducted on a one to three year and/or extraordinary basis, as follows:
Every Year:
• Administrator prepares annual self-evaluation and report of activities.
• Administrator and supervisor meet to review prior year and set short- and long-term goals.
• Supervisor writes evaluation summary, adds to administrator's self-evaluation and activities report,
and sends to Human Resources by the end of January each year.
• Administrator has the option of adding comments in response to the evaluation summary.
• Human Resources will withhold the fiscal year salary increase until evaluation materials are
received with signatures of supervisor and administrator.
Every Third Year:
• Administrator and supervisor meet to decide methods for gathering additional information from
staff, clients, and peers.
• Groups consulted may include internal/external clients, as well as staff reporting to administrator.
• Consultations may include written questionnaires, individual interviews, and/or meetings with
focus groups.
• Administrator and supervisor work together to select two administrator-level reviewers.
• Supervisor has final authority to appoint review team members.
• Supervisor participates as third member of review team.
• Review team meets with administrator to plan evaluation process and goals
• Review team evaluates administrator's performance:
reviews annual evaluation files and consultation results;
discusses performance with administrator in a group setting;
suggests changes, new goals, areas for development;
• Review team meets with administrator to discuss results of evaluation.
• Supervisor writes summary report for administrator's personnel file, signed by both the supervisor
and the administrator.
Extraordinary Evaluation:
• The three-year cycle does not preclude an extraordinary evaluation. Either the supervisor or the
administrator may call for the third -year process on an extraordinary basis, in any year.
