Administrator Evaluation Questionnaire
On a scale of 1 to 5, rate this administrator's performance for each item below (5=excellent, 4=very good, 3=satisfactory, 2=poor, 1= very poor). Use CJ (for cannot judge) if you do not have enough information to rate this person's performance.
Communication
Makes logical and sound decisions.
O
O
O
O
O
O
Demonstrates respect for others.
O
O
O
O
O
O
Keeps personnel informed of plans and activities.
O
O
O
O
O
O
Effectively addresses and resolves conflicts.
O
O
O
O
O
O
Accepts responsibility to facilitate programs.
O
O
O
O
O
O
Training and personnel management
Effective recruitment of qualified personnel.
O
O
O
O
O
O
Objective and fair evaluation of performance and accomplishments.
O
O
O
O
O
O
Promotes and facilitates professional development.
O
O
O
O
O
O
Deals effectively with unsatisfactory performance.
O
O
O
O
O
O
Organizational change
Administrative actions are guided by professional values and goals.
O
O
O
O
O
O
Knowledgeable of policies, procedures and regulations.
O
O
O
O
O
O
Addresses issues promptly and effectively.
O
O
O
O
O
O
Provides effective leadership.
O
O
O
O
O
O
Description of Possible Response
A third responsibility is his need to ensure compliance with employment and labor laws. The Human Resource manager will tend to negotiate between employees and School Body or principal regarding payment, employee conditions and other factors relevant to both. They listen and respond to employees and are closely attuned to change, managing it.
The HR, therefore, is mostly in touch with the employee with his concerns uppermost to the employee. His responsibilities include attracting employees who would be most suitable for the school, persuading them to join, implementing training programs for them, and supervising those training programs, assessing talents through performance appraisals and rewarding them accordingly. The HR may sometimes administer payroll and employee benefits.
Another job that the HR has is involved with employee terminations -- that includes dismissals, redundancies and resignations. The HR is occupied too with health, safety, and security of the environment and engages in lobbying efforts with stakeholders of school to ensure that employees are satisfied. He may also involve himself in promotions and demotions.
In short, therefore, the HR's responsibility lies almost exclusively with the employees. He acts as liaison between employees and principal. His communication, therefore, lies with employees and relevant people who are involved with the life of employees. He may, at times, need to communicate with stakeholders of polytechnic in order to deal with culture and organizational leadership. His is a challenging job that involves excellent communication skills, negotiation skills, and conflict-resolution management. He also is highly involved with change, particularly in a management sense that deals, not so much with implementing the change itself, as with helping employees negotiate with and manage change and helping key agents of change negotiate change effective together. He is highly involved in the training and personnel management aspect implementing programs for employees and monitoring the outcome of these programs, as well as assessing talents through performance appraisals and rewarding…
