OUT OF SIGHT, OUT OF MIND?Evaluating Regional Representativesfrom a State University’s perspective
OUR GOAL…Create a successful regionalrepresentative experience that isproductive and effective for theUniversity and for t...
SELECT THE RIGHT PERSON• The foundation must start with a successful  employer/employee relationship• Traits of a successf...
SELECT THE RIGHT PERSON• Other traits include:   –   Organizational skills   –   Communication skills   –   Time managemen...
DESIGN POSITION FOR SUCCESS• Provide the employee with physical support   –   Vehicle   –   Telephone   –   Computer   –  ...
DESIGN FOR SUCCESS, CONT’D   – Aspects that may be different      • Reading Applications      • Follow-up with prospective...
COMMUNICATE!If you do not communicate on a regular basis throughoutthe year, you will not have a good performance evaluati...
COMMUNICATE!• Responsibilities of the Supervisor   – Keep regional rep updated with information and any     changes in Uni...
THE EVALUATION• Supervisor should keep performance logs   – Don’t rely solely on your memory to evaluate employee     perf...
THE EVALUATION, CONT’D• The Representative should also keep a performance log   – Note and date accomplishments   – Rememb...
THE EVALUATION, CONT’D• Tangible Activities to be Evaluated   – Performance Log   – Travel/Visit Summary       • High scho...
THE EVALUATION, CONT’D• Intangible Traits to be Considered   –   Knowledge of work   –   Quality/Accuracy of work   –   Pr...
SAMPLE PERFORMANCE EVAL.
SAMPLE PERFORMANCE EVAL.
CONTACT INFORMATION• Doris Groves   – Director of Admissions- Illinois State University   – dfgrove@ilstu.edu• Nate Bargar...
And now for something completely different…   … or at least very green
• Knowledge           • Recruiting and Counseling           • Service, Teamwork and             Hustle           • Communi...
Hmmm. Something’s missing.
The Larry U Crew       Ken AnselmentKen.anselment@lawrence.edu         Carin Smith Carin.smith@lawrence.edu
D26 Out of Sight, Out of Mind
D26 Out of Sight, Out of Mind
D26 Out of Sight, Out of Mind
D26 Out of Sight, Out of Mind
D26 Out of Sight, Out of Mind
D26 Out of Sight, Out of Mind
D26 Out of Sight, Out of Mind
D26 Out of Sight, Out of Mind
D26 Out of Sight, Out of Mind
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D26 Out of Sight, Out of Mind

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Just what are those regional representatives doing all day? And, how best does an in-office supervisor evaluate their performance? It seems most colleges and universities employing off-site representatives don’t utilize anything in the performance review process that specifically evaluates the work of a regional representative.This interactive session will offer some thoughts, some solutions and plenty of dialogue on the topic of evaluating the work of regional representatives.

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  • D26 Out of Sight, Out of Mind

    1. 1. OUT OF SIGHT, OUT OF MIND?Evaluating Regional Representativesfrom a State University’s perspective
    2. 2. OUR GOAL…Create a successful regionalrepresentative experience that isproductive and effective for theUniversity and for the employee.
    3. 3. SELECT THE RIGHT PERSON• The foundation must start with a successful employer/employee relationship• Traits of a successful regional representative – Reliable – Self-motivated/directed – Trustworthy
    4. 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. 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. 6. DESIGN FOR SUCCESS, CONT’D – 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. 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. 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. 9. THE EVALUATION• Supervisor should keep performance logs – Don’t 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. 10. THE EVALUATION, CONT’D• 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. 11. THE EVALUATION, CONT’D• 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. 12. THE EVALUATION, CONT’D• 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. 13. SAMPLE PERFORMANCE EVAL.
    14. 14. SAMPLE PERFORMANCE EVAL.
    15. 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. 16. And now for something completely different… … or at least very green
    17. 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. 18. Hmmm. Something’s missing.
    19. 19. The Larry U Crew Ken AnselmentKen.anselment@lawrence.edu Carin Smith Carin.smith@lawrence.edu
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