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• <br /> Evaluation of Clerk/Administrator <br /> Explanations and Directions Performance Evaluation as Team Building <br /> ************s•sss:ss*s*sa***s************sssesas r*****nsss*******srss**s*sss*s*segs*s******** <br /> Evaluation as Team Building • <br /> If evaluation is to be, in the truest sense, a means of team building,certain conditions must prevail. The two <br /> processes must be compatible and interrelated in the following ways: <br /> 1. Evaluation is basically a means, not an end in itself. <br /> 2. The trust level between the evaluates and evaluators must be high. <br /> 3. The roles each are to fulfill must be clearly indicated and accepted. <br /> 4. Responsibilities are matched with pre-determined standards of performance. <br /> Definition of Roles <br /> A. Policy Board <br /> 1. Conduct annual assessments of performance of the Clerk/Administrator. <br /> 2. Respect the prerogatives of the Clerk/Administrator insofar as operational management function of <br /> of the organization is concerned and the policy function of the Council. <br /> 3. Make assessments in general terms except in instances where specific <br /> • improvements are needed or when explicit commendations are due. <br /> B. Clerk/Administrator • <br /> 1. Accepts the prospects of annual evaluations. <br /> 2. Understands the scope and thrust of the evaluations. <br /> 3. Expects the evaluations to adhere to the established procedures for <br /> evaluating the performance of the Cleric/Administrator. <br /> Pre-Determined Performance Standards <br /> A performance standard is defined as the condition that will exist when a responsibility of function is successfully <br /> performed. It is essential that a performance standard be established, at the outset, for each of the eight major <br /> areas of responsibility of the Clerk/Administrator. this is necessary in order to use the rating scale effectively. <br /> Major Areas of Responsibility <br /> It should be reiterated that in determining the appropriate level of expectations, actual performance must be <br /> measured in relation to the indicated standard of performance. <br /> Eight major areas of responsibility are identified as the basis upon which assessments are to be made. <br /> Descriptions are provided under each to clarify the meaning and content of the area. However, the evaluation is <br /> made of the major area. <br />