Criteria for Key Performance Areas

Pacific Crest has designed its Faculty Development Program to grow performance in not only faculty but also in staff and administration; our goal is to produce quality performers in Higher Education across 16 key performance areas.
Assessor Focuses on the assessee’s needs; collaboratively designs an assessment process; stays focused on chosen design through careful observation; analyzes the data for meaning; uses interactive feedback to solidify strengths; offers clear action plans; shares insights to produce significant understanding without being judgmental.
Change Agent Proactively convinces others that a particular project/effort is worthwhile and will be successful; persists and takes risks when facing difficulties that would deter most people.
Collaborator   Values the synergy of relationships and teams; plays a variety of roles effectively while helping others perform their role effectively; compromises self for the betterment of all. 
Designer   Clearly defines desired results; creates precise dimensional learning outcomes; defines the activities and processes used to produce the results; identifies ways to embed assessment in order to increase quality; produces an evaluation system to assure desired results. 
Evaluator   Knows where value is essential; designs the appropriate times for determining whether or not value is being produced by setting clear expectations and standards; uses unbiased judgments to reward performance. 
Facilitator   Inventories and monitors collective needs; helps synthesize a clear set of outcomes; focuses on process rather than content; shares ownership in making decisions; and constantly strives for improved quality by strengthening the process. 
Life-long Learner   Constantly seeks additional knowledge by systematically using professional development plans; leverages experts and resources; assesses own learning performance; and validates own learning. 
Measurer   Identifies critical qualities; creates performance criteria; identifies best items to measure; effectively times when and how to measure with appropriate accuracy and precision. 
Mentor   Enters into a defined relationship with respect for the potential of the mentee; plays the role of coach and advisor by helping establish the mentee’s personal goals; identifies activities and means to grow performance to achieve the desired results within a specific time period. 
Problem
Solver  		 Ably identifies and defines problems frequently not seen by others; identifies issues and clarifies assumptions necessary to solve the problem; and effectively closes the gap between expectations and reality by using previous solutions to build upon past successes. 
Professional Developer Views the development and empowerment of people as the engine for change, both individually and on the organizational level; realizes goals in the strategic plan; develops and facilitates effective programs to achieve these ends. 
Researcher   Identifies and states quality research questions by operating from a consistent inquiry mindset; uses appropriate methods; effectively articulates findings to a community of scholars. 
Self-Grower Consistently self-assesses in order to self-mentor one’s own performance and growth while increasingly challenging oneself and mentoring others. 
Servant
Leader		 Cultivates a clear vision of a desired future and ably shares through understandable stories; develops plans others can follow and models behavior for others while conveying belief in their ability and helping them succeed in realizing this vision. 
Teacher   Uses a learner-centered approach to help learners prepare learning plans; cultivates productive learning communities; bonds with learners; helps learners meet their intended outcomes through the use of embedded assessment. 
Technologist   Constantly monitors state-of-the-art technologies; learns quickly, selects appropriate tools; increases performance by creatively applying technology in innovative ways.