Technology Director’s Performance Appraisal

Technology Director’s Performance Appraisal
Code No.: 410.6R1

NAME:                                                                                                              YEAR:

DEFINITIONS OF EVALUATIVE TERMS:

Outstanding: Satisfactory:

O=Outstanding                     S=Satisfactory                    N=Needs Improvement                    U=Unsatisfactory

Need to improve:
Unsatisfactory:
Exceeds standards expected of an administrator
Meets standards expected of an administrator Meets only minimum standards expected
Fails to meet minimum standards

I.               ADMINISTRATIVE SKILLS	O	S	N	U
A.     Organization:   Clearly delineates responsibilities and authority; establishes direct lines of communication; schedules responsibilities efficiently; adequately supervises technology related activities
B.     Business affairs:   Maintains accurate records; provides information  as needed
C.     Consultant/provider selection:  Works to assure that strong consultants and service providers are selected; cooperates with the Principals and Superintendent in securing support
D.     Technology evaluation:  Works to maintain and improve the state of technology by frequent observation and conferences; renders fair appraisal of technology in the schools
E.     Decision making:  Is professional in working with others and, when appropriate, involves them in making decisions
Comments:

 

II.             LEADERSHIP SKILLS	O	S	N	U
A.     Knowledge of technology:   Demonstrates knowledge of technology; shows a balanced concern for all buildings
B.     Instructional improvement:  Is familiar with appropriate technology; assists faculty and staff to improve use of technology in the classroom and on the job
C.     Facilitator of meetings:  Organizes periodic meetings with appropriate individuals; meetings are effective in clarifying problems and policies and providing professional guidance.
D.     Adaptability:  Cultivates among the faculty and staff an interest in and awareness of new technology
E.     Rapport:  Secures the cooperation of the faculty, staff  and the community  in achieving the goals of the schools
F.     Achieving objectives:   Strives to clarify the objectives of the school and accomplishes significant improvement each year
G.     Evaluation:   Systematically evaluates the technology program; uses the results to plan program improvements
Comments:

 

III.           COMMUNICATION AND INTERPERSONAL SKILLS	O	S	N	U
A.     Faculty and staff:  Demonstrates concern for the technological problems experienced by the faculty and staff; encourages open discussion of issues
B.     Parents:  Seeks to know the parents, to interpret the school’s technology program to them, and to address worthwhile parent concerns and programs
C.     Students:  Strives to understand students, considers any reasonable request, communicates to students the reasons for school policies
D.     Community Involvement:  Participates in various civic, service, and community groups to help assure their knowledge of the school’s technology program
E.     Morale:  Develops high staff morale; operates in democratic manner; encourages excellence in staff performance through constructive suggestion; comments achievements of staff members
F.     Support:  Protects faculty and staff from the frustration often associated with technology; respects the professional judgement of faculty and staff
Comments:

IV.            PERSONAL QUALITIES	O	S	N	U
A.     Appearance:  Appearance and demeanor set an appropriate example for teachers and pupils
B.     Initiative:  Shows sustained effort and enthusiasm in the quality and quantity of work accomplished
C.     Communication skills:  Communicates effectively in front of group; speaks distinctly; uses standard oral and written English
D.     Professional growth:  Continues professional study: attends professional meetings regularly; reads current professional literature
Comments:

Approved 05/02/16

The employee’s signature indicates receipt of a copy of this document. It does not necessarily mean agreement with the
content. If the employee feels that the evaluation is incomplete, inaccurate, or unjust, the employee may put their
objections in writing and have them attached to this document within ten (10) days of the date of the conference.