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APPENDIX J1. F ADMINISTRATIVE AND PEER EVALUATION FORM FACULTY RESOURCE (Program Director, Program Coordinator, etc.) (Article 6 and 6A Evaluation) Foothills Anna Community College District FACULTY

How to fill out administrative and peer evaluation

How to fill out administrative and peer evaluation

1. To fill out the administrative evaluation, follow these steps:
2. - Review the evaluation form to understand the criteria and requirements.
3. - Collect all relevant data and documents to support your evaluation.
4. - Start with an introduction, providing background information about the employee being evaluated.
5. - Evaluate the employee's performance in each area based on the provided criteria.
6. - Use specific examples and evidence to support your evaluation.
7. - Provide constructive feedback and suggestions for improvement.
8. - Summarize the evaluation with an overall rating or recommendation.
9. - Submit the completed evaluation form to the appropriate person or department.
10. To fill out the peer evaluation, follow these steps:
11. - Familiarize yourself with the evaluation form and guidelines.
12. - Assess the employee's performance objectively based on your observations and interactions.
13. - Give thoughtful and detailed feedback, identifying strengths and areas for development.
14. - Utilize specific examples and evidence to support your evaluation.
15. - Offer constructive criticism and suggestions for improvement.
16. - Discuss any areas where collaboration or teamwork was involved.
17. - Summarize your evaluation with an overall rating or recommendation.
18. - Submit the completed evaluation form to the designated person.

Who needs administrative and peer evaluation?

1. Administrative and peer evaluations are often needed in organizations or companies to assess the performance and progress of employees.
2. Employees who are subject to performance reviews or evaluations may require both administrative and peer evaluations.
3. Supervisors, managers, or HR professionals may need administrative evaluations to assess employee performance and make decisions regarding promotions, salary adjustments, or training opportunities.
4. Peer evaluations are necessary for fostering a culture of feedback and accountability within the workplace. Colleagues who work closely with an employee can provide valuable insights and suggestions for improvement.
5. Both administrative and peer evaluations contribute to the overall assessment of an employee's performance and can be used to identify areas of strength, as well as areas that require further development.

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What is administrative and peer evaluation?

Administrative and peer evaluation is a process where a person's job performance is assessed by their supervisor or peers in order to provide feedback and make decisions regarding promotions, training, or other career development opportunities.

Who is required to file administrative and peer evaluation?

Employees in certain professions or industries may be required to undergo administrative and peer evaluations as part of their job performance review process.

How to fill out administrative and peer evaluation?

Administrative and peer evaluations are typically filled out by supervisors or peers who have observed the individual's job performance over a certain period of time. They may be asked to rate the individual's performance on specific criteria or provide written feedback.

What is the purpose of administrative and peer evaluation?

The purpose of administrative and peer evaluation is to assess an individual's job performance, identify areas for improvement, and make decisions regarding career development opportunities.

What information must be reported on administrative and peer evaluation?

Administrative and peer evaluations may include information about the individual's job duties, accomplishments, areas for improvement, and goals for the future.