End of the Year Area Director Evaluation
End-of-Year Area Director (Kelvin) Evaluation
We ask for your name in this feedback form but Kelvin will not know who the feedback is from. Only Rick will see your answers on this form. There is one clearly identified section below where you can write something directly to Kelvin so he knows who it is from. All the other fields on this form will be anonymous. Feel some freedom to voice your opinion. It will help him and the organization get better. Thank you!
What is your name?
Good Employee Matrix
The Employee Matrix was developed so MUST employees would grow into a GREAT employees over the four years they are with us. When they land in their career we would like them to hit the ground running and get raises and promotions. Area directors are held to the same standard.
Based on the Employee Matrix above, was Kelvin's mood at work: (If you are filling out this form on a mobile device you can zoom in on the Employee Matrix image.)
A contagious great Mood
Based on the Employee Matrix above, how does Kelvin handle the mission of MUST and an Area Director?
Kelvin hurts the mission and does very little work
Kelvin does not know the mission and does below standard work
Kelvin knows and supports the mission and does quality work
Kelvin actively advances the mission and does high quality work
Based on the Employee Matrix above, was Kelvin's default answer to work related requests:
No, I won't do that.
Do I have to do that?
'Yes!' and 'What more can I do for you?'
Based on the Employee Matrix above, when the Area Director (Kelvin) called you during the year did his communications::
Hurt or hinder you as a Mentor and/or Student
Mostly hurt or hinder you as a Mentor and/or Student
Mostly help you as a Mentor and/or Student
Help you as a Mentor and/or Student
Based on the top right box in Employee Matrix above and on a scale of 1 -5 did Kelvin show up for work when he was suppose to?
5 - He showed up every time!
4 - He showed up most of the time.
3 - He showed up some of the time.
2 - He often did not show up.
1 - He rarely showed up.
Based on the top right box in Employee Matrix above and on a scale of 1 -5 did Kelvin work hard this year?
5 - He worked very hard this year.
4 - He worked hard this year.
3 - He was neither a hard worker nor a lazy worker.
2 - He did not work very hard this year.
1 - He did not work hard this year.
Based on the top right box in Employee Matrix above and on a scale of 1 -5 did Kelvin show up early for events, meals and/or outings?
5 - He was early every time
4 - He was early most of the time
3 - He was on time
2 - He was frequently late
1 - He was late a lot
Based on the top right box in Employee Matrix above and on a scale of 1 -5 did Kelvin showed up prepared for meetings, meals and/or outings.
5 - He was fully prepared every time
4 - He was prepared most of the time
3 - He was prepared about half the time
2 - He was not usually prepared
1 - He was rarely prepared
Based on the top right box in Employee Matrix above and on a scale of 1 -5 did Kelvin serve others?
5 - He served others a lot!
4 - He served others often
3 - He served others some of the time
2 - He did not serve others very much
1 - He did not serve others
MUST is dedicated to improving each year. These questions help us know what areas we need to improve on for next year and what things we are doing well in. You will not hurt our feelings if you offer constructive criticism. We actually crave it. What is Kelvin doing well? What can he work on? Again, your feedback is anonymous so feel free to say what you think and feel.
What did the Area Director (Kelvin) do well last year?
In what areas does the Area Director (Kelvin) need to improve on? How can he help you be more successful as a Mentor?
Any other anonymous comments regarding Kelvin?
NOTE: Kelvin will know your answers to this final section. All previous answers on this form will be anonymous.
Is there a personal note you wish to leave for Kelvin to encourage him or challenge him? A good memory from the year you want to remind him of?
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