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Nacada 2009 Workshop

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Information about Nacada 2009 Workshop
Education

Published on February 16, 2009

Author: barronkid

Source: slideshare.net

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Performance Evaluation for Professional Advisors One of the hardest pieces of the academic advisement puzzle to fit is performance evaluation

Performance Evaluation for Professional Advisors Performance evaluation is a necessary and beneficial process, which provides annual feedback to staff members about job effectiveness and career guidance. The performance review is intended to be a fair and balanced assessment of an employee’s performance

Performance evaluation is a necessary and beneficial process, which provides annual feedback to staff members about job effectiveness and career guidance.

The performance review is intended to

be a fair and balanced assessment of an

employee’s performance

Effective evaluation of staff is more than rewarding success. It entails using effective evaluation tools and appraisal techniques to assess not only the individual in question but also provide an assessment of the department as a whole. As with an advisor, director, or a whole department, key factors in any review is the ability to Set Goals, Implement Goals, Monitor Progress, and review and discuss performance.

In meeting with your staff member you should be able to record the following; Accomplishments Service and relationships Dependability Adaptability and flexibility And decision making or problem solving

In meeting with your staff member you should be able to record the following;

Accomplishments

Service and relationships

Dependability

Adaptability and flexibility

And decision making or problem solving

Important elements of performance reviews 1. Supervisor reviews the employee’s job duties for evaluation Supervisor and employee discuss the performance review 3. Timeliness 4. Documentation

1. Supervisor reviews the employee’s job duties for evaluation

Supervisor and employee discuss the

performance review

3. Timeliness

4. Documentation

Areas to be evaluated 1. Knowledge of work 2. Quantity of work 3. Quality of work 4. Initiative 5. Dependability/Responsibility 6. Quality of Interpersonal Relationships 7. Attendance 8. Punctuality 9. Supervisory Ability

1. Knowledge of work

2. Quantity of work

3. Quality of work

4. Initiative

5. Dependability/Responsibility

6. Quality of Interpersonal Relationships

7. Attendance

8. Punctuality

9. Supervisory Ability

Phase 1: Set Goals Phase 2: Implement Goals Phase 3: Monitor Progress Phase 4: Review and Discussion

Student: It is not my fault I was misadvised. What are you going to do about it? Director: This is now an opportunity for a manager to become a coach and to embrace negative advisor performances as an integrated whole to understanding overall advisement productivity. BUT WHAT HAPPENS WHEN THINGS GO WRONG ?

Remember that competence is holistic An advisor’s most important task is college advising; when mistakes are made, mangers are faced with a complexity of issues: ranging from clear communication of negative performance behavior, to trust, to correcting mistakes, and to setting appropriate goals. But remember the following . THE KEY IS TO IMPROVE ALL AROUND COMPETENCE IN THE DEPARTMENT

Successful Advising Teach Master Evaluate Re-teach Implement Evaluate

ADVISORS NEED TO KNOW THE EXACT DUTIES AND RESPONSIBILITIES THEY WILL BE ASSESSED UPON. THEY HAVE TO HAVE A QUALITY CONTROL MODEL

Plan Do Reflect Act

The quality improvement model will have us ask our advisors to effectively plan, do, reflect, and act as precursors to any advising performance they endorse. They understand that they will be appraised accordingly upon this model. Act

The quality improvement model will have us ask our advisors to effectively plan, do, reflect, and act as precursors to any advising performance they endorse. They understand that they will be appraised accordingly upon this model.

A Case Study Case study Mistakes made Open discussion Review

Case study

Mistakes made

Open discussion

Review

Errors in Making Performance Appraisals 1. The isolated incident 2. The Halo Effect 3. The cluster tendency 4. Rating the job and Not the individual 5. Length of Service Bias 6. Personality Conflicts

1. The isolated incident

2. The Halo Effect

3. The cluster tendency

4. Rating the job and Not the individual

5. Length of Service Bias

6. Personality Conflicts

However, a greater foundation is required Have the following foundations for academic advising been established in your department? Clarification of the meaning and purpose of academic advising as it relates to the true mission & goal of the department. Provisions of incentives, recognition, and rewards for effective academic advising. Recruitment and selection of academic advisors . Orientation, training, and professional development of academic advisors.

Have the following foundations for academic advising been established in your department?

Clarification of the meaning and purpose of academic advising as it relates to the true mission & goal of the department.

Provisions of incentives, recognition, and rewards for effective academic advising.

Recruitment and selection of academic advisors .

Orientation, training, and professional development of academic advisors.

Ideas for Improvement Consider the entire appraisal period 2. Rate each indicator independently In a group of people in similar titles, performance is likely to be spread over most performance categories. 4. Consider how an individual is performing in relation to what is expected. 5. Recognize that some people many never achieve top ratings, regardless of length of service.

Consider the entire appraisal period

2. Rate each indicator independently

In a group of people in similar titles, performance is likely to be spread over most performance categories.

4. Consider how an individual is performing in relation to what is expected.

5. Recognize that some people many never achieve top ratings, regardless of length of service.

What do you think? What can be changed/improved? What can you implement? Ultimately, it is your responsibility. It’s your department.

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