Directors of Finance & Administration (DFA)

Performance Evaluation Form - Director of Finance and Administration

Complete form in Microsoft Word, then email as attachment to:

Instructions:

  1. Each Director of Finance and Administration is required to complete a self-evaluation using the attached form. Other back-up documentation may be attached. The self-evaluations should be completed and forwarded to the Chairs to assist them in completing their evaluation and attached to the Chair's evaluation before the completed package is forwarded to Cori Bossenberry.
  2. Each Department Chair has several options in completing the annual DFA Performance Evaluation.
    1. complete the DFA evaluation b. fill out only the sections of the DFA evaluation you believe to be relevant c. using the DFA's completed Performance Evaluation, review it, make comments where appropriate and complete an overall score
    2. write a letter to the DFA regarding the DFA's goals/objectives, areas of strength and areas needing improvement, or whatever you believe is appropriate
  3. The evaluation must be signed by the DFA and the Chair.
  4. The Senior Associate Dean for Finance and Administration will review the evaluations after the Chair has completed them and will recommend the annual DFA increase to the Chairs. If there is a disagreement, the Senior Associate Dean will negotiate directly with the Chair to resolve it.
  5. The "Overall Score" on page 3 is intended to indicate the overall performance of the DFA, and is not necessarily a mathematical average of all the scores.
  6. Each DFA is encouraged to attach a list of accomplishments to the self-evaluation.
  7. The description of responsibilities is a summary version; please see the full job description for a more complete explanation of duties.Scoring/Rating Definition Guidelines

The scoring range is from 1 to 5, with 5 representing absolutely outstanding performance and 1 representing a complete failure to perform. Scores may be entered by each bullet point, but are only required in the summary section for each functional area, which has a heavy border to distinguish it.

5-Outstanding: This rating indicates the DFA significantly exceeds performance expectations; demonstrates outstanding initiative and creativity that contribute to the overall success of the organization; demonstrates outstanding management skills.

4-Fully Competent: This rating indicates the DFA is a consistently strong performer who fulfills all aspects of the job and often goes beyond the job expectations in certain areas. The DFA produces excellent results, and provides creative solutions to problems.

3-Satisfactory: This rating indicates a DFA is dependable and consistent in meeting assigned responsibilities and expectations; demonstrates satisfactory performance in most areas of assignments; may need further growth I certain areas to meet the expectations of the job.

2-Needs Improvement: This rating indicates a DFA who completes most work on time, but needs direction on some job assignments; may have difficulty in evaluating data and determining options; is working on improvement in some of the primary areas of responsibility.

1-Unsatisfactory: This rating indicates below standard performance in primary areas of responsibilities; has difficulty completing quality work on time; requires direction and close supervision except for routine tasks; has difficulty learning new tasks; has not demonstrated ability to appropriately analyze data and/or other reports as expected; has failed to meet the job expectations.

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