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  1. Surveys
  2. 2016
  3. April
  4. E
  5. Executive Director Evaluation
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Exit Survey
 
 
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Following is a list of the critical review factors designated for the Executive Director. Each component will have a separate rating.
Unsatisfactory Needs Development Meets Expectations Exceeds Expectations
* General Overview: Has progress been made for overall goals and objectives as set by the Merit Board.
* Integrity: Aligns actions and words and operates with transparency.
 
 
Objective 1: Relationships, Communication, Leadership and Influence
Unsatisfactory Needs Development Meets Expectations Exceeds Expectations
* Built strong and enduring relationships with Merit Board, Human Resources Directors, Administrative Advisory Committee, State Universities Civil Service Advisory Committee (EAC) and other constituency groups.
* Provides for external communication and relationship-building raising the University System visibility within our core constituencies, garnering respect for our work as an organization, not just for the ED personally.
* Assured IT functions are aligned and developed based on appropriate scope and needs and meet the needs of our major constituent groups.
* Sought input and support for decisions and acted decisively in the interest of the University System.
 
 
Objective 2: Strategic Planning and Direction
Unsatisfactory Needs Development Meets Expectations Exceeds Expectations
* Redefined the audit program based on risk factor analysis, including revision of processes for conducting the audit program and reports.
* Developed ideas and strategies related to the concerns of appropriate designation of positions, i.e., Principal Administrative Appointments (AP’s), Civil Service appointments and other innovative employment options based on employer needs and current occupational trends.
* Proposed updates to Statute/Rules/Procedures. Assured all constituencies have opportunities for input, revision, and criticism of plans and ideas.
 
 
Objective 3: Programs and Initiatives
Unsatisfactory Needs Development Meets Expectations Exceeds Expectations
* Assured continual update to classifications and examinations based on employment trends.
* Worked with constituencies to develop innovative programs to attract the best employee talent.
* Managing execution: Spurs creation of well thought-through plans for implementing work; ensures what happens on the ground actually reflects stated plans.
* Setting a vision for work to be accomplished: Ensures we adopt a clear, compelling vision for what the organization will accomplish; builds commitment of board and staff to the vision; ensure we adapt our vision to meet changing circumstances.
 
 
Objective 4: Business Operations (including governance, budgets, technology)
Unsatisfactory Needs Development Meets Expectations Exceeds Expectations
* Building Organizational Strategy: Within budgetary constraints, ensures adequate staffing to reach short and longer-term goals; ensures retention top performers; ensures a strong culture of performance and learning.
* Assured that fiscal decisions reflect the values of the organization, and accounting processes and procedures are implemented and followed per generally accepted practices including appropriate state-mandates.
 
 
Objective 5: Continuous Improvement
Unsatisfactory Needs Development Meets Expectations Exceeds Expectations
* Anticipated and Planned for Obstacles: Afforded for contingencies and external factors that might affect the outcome of projects; anticipated change and demonstrated flexibility and resourcefulness in handling obstacles and shifting priorities.
* Problem Resolution: Ensured that problems were resolved and escalated issues when appropriate to Board level; sought input and support for decisions and acted decisively in the interest of the University System.
* Considered Strategic Goals in Decision Making: Gathered sufficient data to make timely, fact-based decisions with cognizance of longer term implications; assessed options, risks and the context when making critical decisions in complex situations.
* Setting a vision for work to be accomplished: Ensures we adopt a clear, compelling vision for what the organization will accomplish; builds commitment of board and staff to the vision; ensure we adapt our vision to meet changing circumstances.
* Understanding of and commitment to mission: Strong commitment to organizational values and mission.
 
 
 
Comment and give examples on the Executive Director’s performance on the key responsibilities of his role:
   
 
 
 
Comment and give examples of key areas of strength the Executive Director has demonstrated:
   
 
 
 
Comment and give examples of key areas for development: