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EVALUATION OF LIBRARY DIRECTOR


EVALUATION OF LIBRARY DIRECTOR

Rochester Hills Public Library

September 2010 
 

Use the numerical scale below to evaluate the performance of the Library Director this past year.  Select the number that best indicates your perception of the Director��s performance for each of the criteria listed. 

      POINTS

      5 - Outstanding   far exceeding performance criteria

      4 - Above average exceeds normal expectations

      3 - Average  generally meets expectations

      2 - Weak  erratic performance, falls short of normal expectations, requires remedial action

      1 - Unsatisfactory unacceptable performance, which must receive immediate attention 
 

      Rating  A.   Relationships with Board 

      _______ 1.  Keeps the Board informed on issues, needs and operations of library

      _______ 2.  Offers professional advice to the Board on items requiring Board action, with appropriate

                       recommendations based on thorough study and analysis.

      _______ 3.  Supports and executes Board policy and intent to public and staff.

      _______ 4.  Seeks and accepts constructive criticism of work.

      _______ 5.  Seriously considers, and/or acts on individual Board member��s suggestions. 

                                    Comments 
 
 
 
 

                  B.  Goals and Objectives 

      ______  6.  Provides leadership in developing long and short term goals to accomplish mission of library.

      _______ 7.  Keeps the Board updated on implementation of library goals and objectives. 

                                    Comments

           
         
         
         

                          C.  Community and Professional Relationships 

              _______ 8.    Gains respect and support of the total community on the operation of library.

              _______ 9.    Maintains an effective press and media campaign.

              _______          10.    Keeps abreast of local, state and national library issues.

              _______          11.  Participates in local, state and national library associations. 

                                            Comments 
         
         
         
         
         
         
         

                          D.  Staff and Personnel Relationships 

              _______ 12.  Develops and executes sound personnel procedures and practices.

              _______ 13.  Develops good staff morale and loyalty to the organization.

              _______ 14.  Delegates authority to members appropriate to the positions each holds.

              _______ 15.  Recruits and assigns the best available personnel in terms of their competencies.

              _______ 16.  Evaluates performance of staff members, giving commendation for good work as well as

                                 constructive suggestions for improvement. 

                                                  Comments 

                                                                                            
 
 
 
 

                  E.  Business and Finance 

      _______ 17.  Keeps informed on needs of the library -- plant, facilities, equipment and supplies.

      _______ 18.  Evaluates financial needs and makes recommendations for adequate financing.

      _______ 19.  Determines that funds are wisely spent and within budget limitations.

      _______ 20.  Supervises operations, insisting on competent and efficient performance. 

                                          Comments

         

                    
 
 

                  F.  Personal Qualities 

      _______ 21.  Maintains high standards of ethics, honesty and integrity in all professional matters.

 

                                          Comments

                    
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 

Comment and Discussion 
 

What are the three major strengths of the Director?  
 
 
 
 
 
 

Are there limitations in the Director��s performance? 
 
 
 
 
 
 

In the past year, what difficult issues have faced the library and how did the Director bring them to resolution? 
 
 
 
 
 
 
 

What should be the organizational goals and/or personal development goals for the Director for the coming year? 
 
 
 
 

Overall Performance Rating 

Based upon the preceding comments and evaluations, check the term which best describes the Director��s overall performance for the evaluation period.    This may not necessarily be an ��average�� of your criteria ratings, since some criteria are more important than others.  Use the back of this page (or make another one) for further comments and recommendations. 

            _______   Outstanding

            _______   Above average

            _______ Average

            _______ Weak

            _______ Unsatisfactory 

                                                                                
 

Thank you for your participation, 
 
 

The 2010 Director��s Evaluation Committee – Madge, Ann and Doug    
 


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