ADMINISTRATOR PERFORMANCE EVALUATION

PHILOSOPHY

In accordance with Education Code Section 87663, the policy on evaluation of administrators is designed to recognize excellence in administration, to strengthen performance, to designate areas needing improvement, and to foster the growth and development of administrators in meeting the educational needs of faculty, staff and students engaged in the process of teaching and learning.

  • POLICY
  • PRINCIPLES
  • CONFIDENTIALITY
  • PROCEDURE

The following rating rubric is provided to provide the most consistent and objective ratings.
Ratings of 2 or less must be substantiated by supporting observations and examples.

5 – Outstanding - Exceeds performance expectations (Outstanding) – Special Recognition:  Employee demonstrated excellence in all areas of responsibility through one or more specific and organizationally significant accomplishments during this evaluation period.  Provide written verification/explanation of this rating.

4 - Above Average - Fully effective: Employee meets and/or exceeds performance expectations and demonstrates a clear understanding of, and ability to perform consistently at or above what is required for effective performance.

3 – Satisfactory - Meets expectations:  Performance consistently met expectations in essential areas of responsibility and at the basic intended level of satisfactory quantity and quality of work.  

2 - Improvement Needed - Meets expectations in some areas, but in other areas performance did not consistently meet expectations – needs development and/or experience to improve overall quality and quantity of work. This rating must be substantiated by supporting observations and examples.  The Supervising Administrator must also provide specific recommendations for improvement by providing a performance improvement plan.  The performance improvement plan must include timelines and measurable outcomes.

1 – Unsatisfactory - Performance was consistently below expectations in most essential areas of responsibility and/or reasonable progress toward critical goals was not made.  Significant improvement is required.  This rating must be substantiated by supporting observations and examples.  The Supervising Administrator must also provide specific recommendations for improvement by providing a performance improvement plan.  The performance improvement plan must include timelines and measurable outcomes.

N/A -     Not applicable/Not observed

EVALUATEE

The administrator being evaluated is referred to as the Evaluatee.

  • The Evaluatee establishes annual professional goals aligned with the Institutional Goals.  Board Goals | CCSF
  • Goals should be time certain and measurable
  • At least one goal/objective addresses assessing effectiveness in promoting the achievement of Learning Outcomes (Administrative Unit Outcomes for employees working in administrative units and services

EVALUATEE - FORMS & INSTRUCTIONS

The EVALUATEE has the right to submit comments within one week as attachments to the evaluation that will be included with the Performance Evaluation Form in the administrator’s personnel file.

If the Evaluate disagrees with any part of the evaluation rating, they have the right to attach comments to the final evaluation. The areas of disagreement should be described specifically.  The employee will have one week after receipt of the evaluation to record disagreement with the rating given.   If the employee elects to prepare a response, the response will be forwarded to the next higher level of management for review and shall be attached to the final, signed evaluation form and filed in the administrator’s personnel file.

No anonymous surveys of District employees, others than the agreed upon participants identified by the Evaluatee with their Evaluator will be accepted.

EVALUATOR

The immediate supervisor serves as the Evaluator and conducts an annual administrative performance evaluation for direct administrator reports according to the established schedule for administrator evaluations.  

The Supervising Administrator has the primary responsibility for initiating, scheduling, and completing the performance evaluation according to the established procedures and timelines, and is responsible for the following:

  1. Ensuring confidentiality throughout the process.
  2. Adhering to evaluation procedures and timelines
  3. Conducting an accurate, objective, and fair appraisal of the Evaluatee’s performance during the specified period.
  4. Facilitating appropriate follow-up, coaching, professional development and other related activities.

The Evaluator shall evaluate the direct administrator reports in two areas:  

  1. Goals & Objectives
  2. Five (5) Management Skills/feedback form

The Evaluator transfers their ratings to the Ratings Summary Excel Spreadsheet.

The Evaluator distributes the Management Skills/feedback form to the Participants with the Instructions/Rating coversheet.  Participants are instructed to complete and return the form to the Evaluator by the established deadline.

Upon receipt of the completed Participant feedback forms, the Evaluator transfers the ratings to the Ratings Summary Excel Spreadsheet.

The Evaluator transfers the Total Score from the Ratings Summary Excel Spreadsheet to the Appraisal Rating & Signature Page.

No anonymous surveys of District employees, others than the agreed upon participants identified by the Evaluatee with their Evaluator will be accepted.
The Evaluator meets with the Evaluatee to review the Evaluation.  

The completed Evaluation is submitted to the Human Resources - Administrator Evaluation Coordinator, and filed in the employee’s personnel file.

EVALUATOR - FORMS & INSTRUCTIONS: