Managing Colleges and Universities: Issues for Leadership

By Allan M. Hoffman; Randal W. Summers | Go to book overview

12
Evaluating Collegiate Administrators
Richard Miller and Peggy MillerImproving administrative performance is the main reason for evaluating adminstrators as is the case for faculty. This basic theme, however, does not preclude finding weak areas of performance that may require extra work, and, even more rarely, finding that the overall work performance does not warrant the individual's continuance with the institution. Administrator evaluation should have these basic purposes:
• Finding areas for improvement should be the focus; and complimenting areas of strength can be that "spoonful of sugar that helps the medicine go down!"
• Clarifying relationships and consistencies between the individual's goals and objectives with those of the institution can be an outcome of administrator evaluation. Related is the compatibility of the individual's administrative style and skills with those of the position and institution.
• Improving internal communication almost always happens in a well-defined and -managed administrative evaluation system.
• Resources can be facilitated through the administrative assessments. The road to better uses of human resources can be through systematic administrative assessments.
• Rewarding outstanding administrative performance is a logical outcome if the institution has a merit system for administrators or other ways of recognizing excellence.
• Validating the institution's interest in vigorous and effective administrator evaluation and improvement can be gained and sustained by a well-defined and -managed system. The institution's governing board will be pleased to have evi-

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