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ADMINISTRATOR PERFORHAI~CE EVALUATION <br />CITY OF RAHSEY, HII~NESOTA <br /> <br />There are several resources on how to go about evaluating the Administrator; <br />all seem to emphasize the need to clearly define the process (even if that <br />process is informal). Borrowing from some of these publications, I'll suggest <br />the following procedure: <br /> <br />Council and Administrator should develop the scope and criteria for the <br />evaluation. Here are five broad areas which might be considered as a <br />standard format for evaluating the Administrator: <br /> <br />1. Administrative Skills <br />2. Public Relations Skills <br />3. Interpersonal Skills <br />4. Stability of Performance <br />5. Achievements <br /> <br />Attached is a worksheet which may help in evaluating these areas. <br /> <br />II. The evaluation process should be regular and both the City Council and the <br /> Administrator should be committed to a constructive goal-oriented process. <br /> The process should look at where we have been and where we are headed. <br /> The evaluation should take place every six months and cover these major <br /> <br /> SKILLS TO DO THE JOB: In what areas are the Administrator's skills <br /> adequate and in what areas does the Administrator need to improve his <br /> skills? <br /> <br />PERFORMAI~CE OF THE JOB: What as~e~ts of the job has the Administrator <br />performed well and where does he need to improve upon job performance? <br /> <br />GOALS MET: What has been accomplished in meeting the community goals and <br />personal goals of the Administrator? <br /> <br />GOALS FOR THE FUTURE: What should be the goals for the future? <br /> <br /> <br />