1. OUT OF SIGHT, OUT OF MIND?Evaluating Regional Representativesfrom a State Universitys perspective

2. OUR GOALCreate a successful regionalrepresentative experience that isproductive and effective for theUniversity and for the employee. 3. SELECT THE RIGHT PERSON The foundation must start with a successfulemployer/employee relationship Traits of a successful regional representative Reliable Self-motivated/directed Trustworthy 4. SELECT THE RIGHT PERSON Other traits include: Organizational skills Communication skills Time management skills Flexibility Responsible On-campus experience Not a must, but beneficial 5. DESIGN POSITION FOR SUCCESS Provide the employee with physical support Vehicle Telephone Computer Access to data Define job responsibilities Aspects that are the same between a small private and large public Sharing the message of the institution Visiting high schools & attending college fairs Encouraging applications for admission Building relationships with counselors Building relationships with students 6. DESIGN FOR SUCCESS, CONTD Aspects that may be different Reading Applications Follow-up with prospective students Include other appropriate responsibilities Special presentations Responding to emails that come to the office Follow up with specific groups of students Scholarship review via document imaging Professional development/association liaison Project work 7. COMMUNICATE!If you do not communicate on a regular basis throughoutthe year, you will not have a good performance evaluationexperience. Responsibilities of the Representative- Keep in regular contact with supervisor via phone or email (nearly daily basis)- Seek advice from supervisor when there are unique situations- Share information about the region with supervisor- Be available and responsive 8. COMMUNICATE! Responsibilities of the Supervisor Keep regional rep updated with information and any changes in University/office policy/procedures Be sure that regional reps are part of the team Regular visits to campus & staff meetings Participate in programming activities (Open Houses, First Look, etc.) Counselor of the week Listen for ideas & information from regional reps who have feet on the ground Provide training 9. THE EVALUATION Supervisor should keep performance logs Dont rely solely on your memory to evaluate employee performance. Can be very simple & brief Date the entry Write observations, not assumptions Remember to include the positive, not just the negative 10. THE EVALUATION, CONTD The Representative should also keep a performance log Note and date accomplishments Remember that your supervisor may not see your day-to-day work Send this to your supervisor prior to your performance evaluation 11. THE EVALUATION, CONTD Tangible Activities to be Evaluated Performance Log Travel/Visit Summary High schools visited College fairs attended Special presentations Application performance within territory Telephone calls made & received, emails answered Scholarship applications read Professional development activities 12. THE EVALUATION, CONTD Intangible Traits to be Considered Knowledge of work Quality/Accuracy of work Professional Judgment Planning and Organization Skills Professional Development Initiative/Innovation Communication Skills Customer Orientation Teamwork Self-Direction/Self-Motivation Reliability 13. SAMPLE PERFORMANCE EVAL. 14. SAMPLE PERFORMANCE EVAL. 15. CONTACT INFORMATION Doris Groves Director of Admissions- Illinois State University dfgrove@ilstu.edu Nate Bargar Coordinator, Chicago Regional Initiatives- Illinois State University nabarga@ilstu.edu 16. And now for something completely different or at least very green 17. Knowledge Recruiting and Counseling Service, Teamwork and Hustle Communication Technical Competence, Data Gathering and Analysis Creativity, Innovation and Resourcefulness Application Reading and ManagementSlide 18 www.nacacconference.org 18. Hmmm. Somethings missing. 19. The Larry U Crew Ken AnselmentKen.anselment@lawrence.edu Carin Smith Carin.smith@lawrence.edu