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Evaluation Task Force Goals

Evaluation Task Force Goals. Establish broad criteria for all evaluations Provide opportunity for input – self evaluation Establish College-wide procedures. Task Force Steps for 1 st Year (Beginning August). August – P lanning for Performance Workshop on Aug. 21st during In-service Meeting

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Evaluation Task Force Goals

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  1. Evaluation Task Force Goals • Establish broad criteria for all evaluations • Provide opportunity for input – self evaluation • Establish College-wide procedures Evaluation Task Force

  2. Task Force Steps for 1st Year(Beginning August) • August – Planning for Performance Workshop on Aug. 21st during In-service Meeting • October – Task Force breaks into teams and reviews process in each department. Forms are reviewed and improvements are recommended. • November – Pre-planning cycle instituted throughout • January – Reminders are sent regarding training on evaluation techniques & procedures • February – Evaluation training conducted • May – Evaluations conducted • June – Assessment Evaluation Task Force

  3. Strategic PlanSecond-Third Year (FY 02-04) • Preparation for SACS accreditation self-study • Standardization of evaluation tools & format • “Pre-planning” for establishing goals • Scorecard on evaluation process – publicized & tracked Evaluation Task Force

  4. Strategic PlanFourth-Fifth Year (FY 04-06) • Evaluations conducted on-line, providing proper security (Web-based) • Expansion of evaluation process • Reassess and reevaluate current evaluation process and make revisions Evaluation Task Force

  5. Recruitment & Hiring Task Force College-wide Survey Responses (1) What Works Well Recruitment & Hiring Task Force

  6. College-wide Survey Responses (2) What Needs Improvement/Elimination Recruitment & Hiring Task Force

  7. Our Recommendations • Post jobs internally for 3 days prior to general advertisement in order to encourage internal promotions. • Eliminate use of search committees for certain lower range positions. • Limit search committees for instructors to 5 employees (1 diversity, 1 faculty, 1 from outside department.) • Fill positions within 6 mos. or require new budget authorization (unless written exception from President) Recruitment & Hiring Task Force

  8. DiversityOriginal Objective: To identify CFCC diversity goals by occupational category & department. Procedure: 1. Obtained Civilian Labor Force Data 2. Obtained Census of Population and Housing Data, EEOC Data Series, US Census 1992 3. Analyzed current workforce data 4. Noted possible areas with opportunities for improvement based on broad data Diversity

  9. Racial Breakdown at CFCC compared to NH Co. Civilian Work Force Diversity

  10. Possible Areas with Opportunity for Improvement Diversity

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