Body
Unit Policy
Title
School of Nursing: Policy On Administrative Reviews
Introduction
Purpose
The purpose of this policy is to establish the School of Nursing's position on evaluating administrators and to outline a uniform approach for evaluating administrators.
Scope
This policy applies to all School of Nursing administrators including associate deans, assistant deans, directors, and managers.
Policy
Administrators play an important role in facilitating the work of others and their capacity to contribute to the School’s missions. They are expected to serve as leaders who bare accountability for achieving the role expectations associated with their job descriptions. It is essential that their effectiveness in carrying out the expectations of their role and achieving positive outcomes as associated with their role performance be evaluated. Evaluations enable feedback, assessment of effectiveness, opportunities for role improvement, and data to inform decisions regarding continuance in the role.
Administrators are appointed and serve at the will of the Dean. Their initial selection oftentimes involves the input of faculty, staff, and others whose work intersects with the administrator. The administrator’s job description provides criteria to be addressed in evaluating both eligibility for hire and role performance. Each administrator’s role performance is evaluated on an annual basis with his/her supervisor. Because administrators are expected to facilitate the work of others and because their decisions and actions impact the welfare of the mission or unit they lead, it is important that a venue be established for others to provide input on their role performance.
Materials produced through review of an administrator will be made available to the administrator as well as anyone who serves as supervisor to the administrator. For example, while reviews of Assistant Deans would occur with the Associate Dean, review materials would be made available to the Dean and those to whom the Dean reports.
Procedures
Annual administrative performance evaluations involve a written self-assessment and goals, discussion with the supervisor, and written feedback from the supervisor. Annual evaluations will be completed by June 30th. Signed copies of the evaluation are saved by the administrator, supervisor, and the Office of the Dean. The evaluations should be based on performance according to the job description, goals, and using a template provided by the Office of the Dean.
Every four years, a formal Administrative Review will be administered by the Dean’s Office soliciting input from the entire community. The administrator will submit a 1-2 page summary of their performance since the last formal administrative review to address significant accomplishments and alignment with the position description, strategic plan, and the core values. The summary, position description, and updated CV/resume are sent to School of Nursing faculty and staff along with a survey including the following statements with a 5 point Likert-type response. A choice of N/A indicates that there is not enough information to evaluate the individual:
- The administrator fulfilled the responsibilities of the position description. (Strongly disagree --> Strongly agree; N/A)
- The administrator's performance aligned with the School of Nursing strategic plan. (Strongly disagree --> Strongly agree; N/A)
- The administrator's performance aligned with the School of Nursing core values. (Strongly disagree --> Strongly agree; N/A)
- Approximately, how often do you interact with this individual in their administrative role? (weekly, monthly, quarterly, annually, never)
- Please share administrator's strengths and/or areas for improvement. (Open Ended)
It is Important to note that faculty with administrative appointments will also have an annual evaluation conducted by their division chair that evaluates their performance related to the faculty role that includes teaching, research/scholarship, and service. Both the administrative and faculty evaluations will be kept in a confidential HR file. Whether an Annual Performance Evaluation or a four-year Administrative Review, the data gathered will be kept strictly confidential. Results will be made available to the administrator, supervisor to the administrator, and others to whom the supervisor reports.
Exceptions
N/A
Definitions
N/A
Contact Information
Policy Contact
Valerie Howard, Dean and Professor
Other Contacts
Robin King, Executive Assistant
Important Dates
- Last revised and reviewed by Leadership Team on 9/10/2024
Approved by:
Valerie Howard, Dean and Professor