CFSI Internships Performance Evaluation

Overview & Instructions

This evaluation serves as an assessment of the Fellow in your organization. In particular, your evaluation of the Fellow should focus on the time after your mid-term performance conversation and changes you've seen since then. In addition to submitting this evaluation, the Mentor should conduct a closing meeting with the Fellow to review the rubric and grade assigned, and provide final feedback.

Skill ratings (such as Time Management, Communication, etc) will not be factored into the Final Grade a Fellow receives for the internship component of Semester in the City (SITC) / Semester for Impact (SFI) credits.

We understand this survey takes time and effort to complete, and we would like to thank you for providing thorough and honest data to CFSI and your Fellow.

If you have any questions or concerns please reach out to:

For SITC: internships@collegeforsocialinnovation.org

For SFI: sfi@collegeforsocialinnovation.org

Placement Information

Mentor Name

Mentor Email

This is collected so that a copy of your evaluation can be automatically sent to you

Fellow First Name

Fellow Last Name

Organization Name

Fellow Position title

Placement Semester

CFSI Program Type

Semester in the City (SITC)Semester for Impact (SFI)

Email Calculation

Internship Evaluation Rubric (PLEASE READ INSTRUCTIONS)

The scale below is provided for reference. We will not use these ratings for grading, only for evaluations of progress.

Please answer honestly, however, we recognize that Fellows may not have had a chance to demonstrate each skill directly. Think creatively and broadly about these skills could be expressed, but if the Fellow has not demonstrated the skill, even tangentially, then they are a 1 - "Never". Reminder: These scores do not factor into internship grades.

Example: A Fellow does not have to give you their elevator pitch or resume to showcase the 'Career Advancement' skill. Instead, a Fellow talking about their goals post-internship, including relevant classes, grad school aspirations, as well as maintaining professional relationships in order to have good references, are all examples of the Career Advancement skill.

How often does the Fellow Demonstrate the ability to use this skill?

1: Never - the Fellow has never demonstrated an understanding or ability of this skill.
2: Seldom
3: Sometimes
4: Fairly Often - The Fellow demonstrates this skill fairly often, but could grow.
5: Often
6: Most of the Time
7: Always - The Fellow is always demonstrating the ability to use this skill, and does not need any more feedback in this area.

FAQ: We do not include a "not applicable" option for several reasons. At the end of the semester, the Fellow should have demonstrated the level of skill they have in each of these categories, either tangentially or directly. We also use these number for a growth-comparison analysis, and would not be able to do so with a N/A option. Thank you for you understanding. If there are any questions about this please email @isabel.conners@collegeforsocialinnovation.org

Professionalism and Project Management

	1	2	3	4	5	6	7
1. Time Management: The Fellow effectively manages their time, including arriving on time, prioritizing the right tasks and meeting deadlines.
2. Proactive Communication: The Fellow is proactive in their communications with supervisors and colleagues (i.e. arranging absences in advance or notifying others of delays or roadblocks).
3. Project Management: The Fellow effectively manages projects from inception to implementation, setting goals, creating work plans, adapting to challenges, and engaging stakeholders.
4. Leveraging Technology: The Fellow shows interest and persistence in learning and staying up to date with technologies and their applications in the workplace.

Professionalism and Project Management - Please provide any additional insights or context on the scores given above

Teamwork and Interpersonal Effectiveness

	1	2	3	4	5	6	7
5.Constructive Feedback: The Fellow provides others with constructive and timely feedback, respecting different viewpoints while also welcoming feedback on their own performance.
6. Office Culture Adaptation: The Fellow pays attention to office culture and appropriately adjusts their approach by observing, asking questions, and revising their methods as needed.
7. Strategic Collaboration: The Fellow reflects on their skills and works well with others that bring complementary skills and different perspectives, modifying their communication style when necessary.
8. Cultural Competence: The Fellow engages with people from different cultures and backgrounds, communicating with a respect for diversity and cultural differences and forming relationships that promote belonging and inclusion.

Teamwork and Interpersonal Effectiveness- Please provide any additional insights or context on the scores given above

Design Thinking and Human Centered Problem-Solving

	1	2	3	4	5	6	7
9. Informed Problem Solving: When developing solutions, the Fellow seeks input from people closest to the problem and combines these insights with outside sources and research.
10. Equity-Driven Problem Solving: The Fellow believes in their ability to contribute to positive change and that solutions can be developed to address systemic challenges.
11. Flexibility and Persistence: When faced with obstacles, the Fellow demonstrates flexibility and persistence, employing alternative strategies and seeking additional support as needed.
12. Adapting and Learning: The Fellow explores new ways of thinking and working, stepping outside their comfort zone, taking calculated risks, and viewing failure as an opportunity for learning and growth.

Design Thinking and Human Centered Problem-Solving- Please provide any additional insights or context on the score given above

Growth Mindset and Professional Development

	1	2	3	4	5	6	7
13. Self-Awareness and Development: The Fellow is open to new perspectives and is committed to identifying and addressing areas for professional and personal growth.
14. Professional Networking: The Fellow establishes and leverages relationships to achieve their professional goals through networking, informational interviews and/or engaging in learning communities.
15. Career Mindset: The Fellow seeks to build a professional identity, focusing on their career goals, purpose, passions and skills.
16. Career Advancement: The Fellow is committed to developing the tools needed to be hired and promoted in career-track jobs (i.e. a strong resume, LinkedIn profile, and a list of potential references).

Growth Mindset and Professional Development- Please provide any additional insights or context on the score given above

Communication and Persuasive Storytelling

	1	2	3	4	5	6	7
17. Contextual Awareness: The Fellow seeks to understand context, including the broader environment in which their organization operates, and integrates this context and framing into stories they tell about potential solutions.
18. Compelling Storytelling: The Fellow creates compelling narratives in their work. This could include using vivid images, a story arc, analogies, and specific and personal stories in marketing materials and presentations.
19. Data-Driven Storytelling: The Fellow effectively understands and combines quantitative data with qualitative insights and personal anecdotes, presenting information clearly and compellingly.
20. Personal Storytelling: The Fellow knows how to tell their own personal and professional story in a way that makes them attractive to future employers. (i.e. Elevator Pitch)

Communication and Persuasive Storytelling- Please provide any additional insights or context on the score given above

Internship Performance Grade Guidelines

Your Fellow has completed a variety of work throughout their internship. They may have excelled in some skill areas and needed support in others. In light of their performance over the entire semester, please identify an overall Internship Grade that you would give your Fellow using the guidelines below.

A (100): Exceptional performance; consistently exceeds expectations; a strong asset to the organization.

B (89): Dependable and effective; meets expectations with occasional room for growth.

C (79): Completes basic tasks and meets minimum expectations; may need additional support.

D (69): Struggles to meet expectations; significant coaching needed.

F (59): Does not meet expectations; internship may not be successfully completed.

Based on the guidelines above please select a grade from the options below.

If you would like to explain your reasoning for your chosen grade, please do so here.

Demonstration of Capacity Building Services

Application Reflection

Do you remember the capacity rating you gave your organization's special project area on your application for CFSI? (If you have a copy of your application to be a CFSI mentor, the rating is included).

Does the Special Project your Fellow completed match the Special Project area outlined in your application for CFSI?

Overall Fellow Contribution to Capacity Building

	Not at all (1)	A meaningful amount (2)	A great one (3)
To what extent did your CFSI Fellow increase your organization's efficiency?
To what extent did your CFSI Fellow increase your organization's effectiveness?
To what extent did your CFSI Fellow increase your organization's program reach?

In no more than a few sentences, please share an example of how your Fellow generally affected your organization’s capacity. Example: "My CFSI fellow significantly enhanced our organization's capacity by spearheading a community outreach initiative, resulting in a 30% increase in volunteer engagement. Their leadership and dedication not only expanded our program reach but also fostered stronger community partnerships, positively impacting our overall effectiveness in fulfilling our mission."

Special Project Grade Guidelines

Over the course of the semester, your Fellow had the opportunity to lead their own project and took on the responsibility for its implementation. Their work resulted in a deliverable (or set of deliverables) that captured the work your Fellow accomplished and met a real need for your organization. In light of this project work, please identify an overall Special Project Grade that you would give your Fellow using the guidelines below.

A (100): Deliverables exceed expectations and build capacity for the organization - improving tools, workflows, communications, or decision making. Project is clearly aligned with the organization's mission and beneficial to staff or stakeholders.

B (89): Strong, well-executed deliverables; show thoughtful work with minor room for improvement.

C 79): Adequate deliverables that meet minimum expectations; limited depth or polish.

D (69): Underdeveloped or incomplete deliverables; may not be ready for organizational use.

F (59): Project not completed, lacks rigor, or fails to meet basic expectations.

Based on the guidelines above, please select a grade from the following options.

If you would like to explain your reasoning for your chosen grade, please do so here.

Evaluation Follow-Up

What areas have you seen growth from the Fellow in since the mid-term review?

What areas for growth have emerged or persisted for the Fellow since the mid-term review?

Any additional questions, comments, or concerns?

Based on the Fellow's overall performance this semester, how likely are you (if you had full hiring authority) to hire or interview this fellow for a position? *This is a hypothetical and will not be shared with the fellow.

I would not feel comfortable bringing this fellow onto my team full-timeI would not hire this fellow, but would feel comfortable recommending them to another organizationI would hire this fellow to my organization after they gain more experience or complete their degreeI would interview this fellow for an open position at my organizationI would hire this fellow in a heartbeat!

Mentor Feedback

Thank you for your partnership this past semester. Your open and honest feedback enables us to improve our program and model.

Why did you give it a 9?

Why did you give it a 10?

What would have needed to happen for you to give a 9 or 10?

Who was your CFSI Advisor?

I felt adequately supported by my CFSI Advisor this semester?

TrueFalse

What additional support would have been helpful to have from your CFSI Advisor?

	Strongly Disagree	Disagree	Somewhat Disagree	Somewhat Agree	Agree	Strongly Agree
I felt like I had everything I needed to create a meaningful and mutually beneficial special project for the Fellow
I felt like I had all the information I needed to support the Fellow in completing their special project.

What can CFSI do in the future to ensure that the special project process is effective and efficient?

What additional information would be helpful to have about the Fellow when preparing to host them?

	Strongly Disagree	Disagree	Somewhat Disagree	Somewhat Agree	Agree	Strongly Agree
The emails sent out to mentors were helpful and informative.
I felt like I had enough time to complete deliverables (e.g., end of semester grading, bi-weekly updates, assessment meetings with my fellow)

What additional information would have been helpful to have?

Did you have any issues arise with your Fellow or with College for Social Innovation?

Yes, multipleYes - oneNo

Was your issue solved effectively?

YesNo

Were your issues solved effectively?

YesNo

Please explain. What could have been done better to solve your issue(s)?

YesNo

What can CFSI do to better support students?

Mentor Feedback
At CFSI we are continually striving to build deep and reciprocal partnerships with our host organizations. The following questions are aimed towards this end.

How would you describe the benefit of partnering with CFSI? How would you define the value proposition of this partnership?

What, if anything, could CFSI do to better support mentors and host organizations?

How can CFSI provide value for your organization in semester when a Fellow is not placed there?

If there is anything else you wanted to mention that you did not get a chance to, please include below.