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PERFORMANCE APPRAISAL FORMS

A STEP BY STEP OVERVIEW

Performance appraisals are a formal, written means of evaluating AMP and SP employees and are the final step in the Performance Management process.  Both AMP appraisals and SP in Supervisory Position appraisals, are completed on the AMP and SP in Supervisory Position Appraisal form.  SP appraisals are completed on an SP Performance Appraisal Form.  Each appraisal covers a specific period of time and is a permanent document kept in the employee’s personnel file.  NEW Performance Appraisal Tutorial NEW

ADMINISTRATIVE, MANAGERIAL & PROFESSIONAL (AMP) APPRAISALS and
SUPPORT PERSONNEL (SP) in SUPERVISORY POSITION APPRAISALS

The employee’s first annual appraisal will be due one year from his or her first day of regular employment at the University. All subsequent appraisals will be due one year from the date of the previous appraisal.  After the appraisal has been completed, it is sent to Human Resources.

Guidelines to complete an AMP and SP in Supervisory Positions Appraisal:

·    Each appraisal shall be completed by the supervisor to whom the staff member reports using six (6) job performance/professional competency categories. Each competency reflects the skills, knowledge, and professional behavior necessary to perform the job in a competent, effective manner, and participate in achieving the goals of the Department, the Division, and the University.

·    Each staff member to be appraised shall be required to submit to the supervisor a summary of accomplishments completed during the appraisal period.

·    Each performance appraisal shall cover the employee’s performance during the announced appraisal period and shall address each of the following areas:

    • How effectively the employee fulfilled the duties and responsibilities.

    • Progress made toward previously agreed-upon goals and objectives.

    • Comments regarding special accomplishments occurring during the appraisal period.

    • Whether any deficiencies occurred and, if so, corrective action needed.

    • Goals for the coming year.        

·    Employees have the opportunity to add comments at the time that they receive their appraisal.

·    If the rating is determined to be "Needs Improvement" or “Below Standards,” contact Employee Relations at 7-3072 before completing the appraisal.



SUPPORT PERSONNEL (SP) APPRAISALS

Support Personnel (SP) appraisals are completed on the SP Performance Appraisal Form.

The Probationary Period covers the first six months of employment for Support Personnel at Florida Atlantic University. Employees filling positions in Law Enforcement classifications have a probationary period of one year.

Support Personnel (SP) employees will receive a Probationary Appraisal at the completion of the probationary period.  Probationary appraisals are due to Human Resources on or before the end of the probationary period.  Probationary periods can be extended beyond the end date up to a period of six months but may not exceed one year.  Supervisors must contact Human Resources at 7-2554, prior to the end of the probationary period, to discuss the extension and complete the necessary paperwork.

The employee’s first annual appraisal will be due one year from his or her first day of regular employment at the University. All subsequent appraisals will be due one year from the date of the previous appraisal. 

Employees have the opportunity to add comments at the time that they receive their appraisal.

If the appraisal is determined to be "Needs Improvement" or “Below Standards,” contact Employee Relations at 7-2554 before completing the appraisal.


Guidelines to complete an SP appraisal:
 

  • Each appraisal shall be completed by the supervisor to whom the staff member reports using four (4) job performance/professional competency categories. Each competency reflects the skills, knowledge, and professional behavior necessary to perform the job in a competent, effective manner, and participate in achieving the goals of the Department, the Division, and the University.
  • The staff member to be appraised may be asked to submit to the supervisor a summary of accomplishments completed during the appraisal period.

Critical Elements

Critical Elements are those tasks which the supervisor determined were most important to the overall job performance during the appraisal period.

This section is not intended to be a copy of the position description.  Often the tasks listed on the position description are very broad and general and may include something such as: “Other duties as assigned”.  Rather than just rewriting what is on the Position Description, you should use it as a guide, but focus on the five specific tasks you felt were most significant during this appraisal period.

It is important to remember that the performance appraisal reflects this appraisal period and it is not a generic version that can be used year after year.

 

RATINGS

  • Outstanding – Performance that is characterized by exceptional accomplishments throughout the rating period and/or performance that is considerably and consistently at a significantly higher level than the established standards.

  • Exceeds Expectations – Performance that, for the majority of the rating period, is of a level higher than the established standards of the position

  • Meets Expectations – Performance that successfully accomplishes the established standards of the position

  • Needs Improvement – Performance that needs improvement in some aspects of the established standards of the position

  • Below Standards – Performance that is substandard or incompetent throughout the majority of the rating period and that fails to meet the established standards of the position.

 

OVERALL RATING

In order to determine an Overall Rating, the supervisor should review the individual ratings that have already been assigned. Look at each Critical Element and each Performance Factor, and determine the relative importance of each. Then decide what is a fair overall rating. It is possible to have four ratings of “Exceeds Expectations” and six ratings of “Meets Expectations” and determine that the overall rating should be “Exceeds Expectations”. In this case, the importance of the four “Exceeds Expectations” far outweighs that of the six “Meets Expectations”. The supervisor should be prepared to discuss the reasons for the ratings and be able to justify the decision for the overall rating.

SPECIAL APPRAISALS

A special appraisal is always used as a follow-up to an overall rating of “Below Performance Standards”.  The Employee Relations Services team in Human Resources will work closely with the supervisor in preparing a detailed addendum to the appraisal and to establish a plan of action for correcting performance issues.  A follow up special appraisal should be completed 60 days from the date the “Below Standards” appraisal was issued.  At the supervisor’s discretion and with Human Resources approval, an employee may be given an additional extended 60 days.

Special Appraisals can also be used during the appraisal period to recognize an employee whose performance has significantly changed since the last appraisal was given.

PERFORMANCE APPRAISAL REPORT

This report, which is accessed through e-print, is a list of the employees in a specific department. The report is intended for use by the supervisors and those departmental employees who manage and coordinate the performance appraisal process.  The Department of Human Resources updates the Performance Appraisal Report in e~Print weekly.

To access your report, please log on to e~Print. Use the following link to access e~Print https://eprint.fau.edu/cgi-bin/eprint.cgi

If you are unable to access the e~Print repository for HR Banner FAUP, please complete the security form on our website: http://www.fau.edu/hr/files/HRSSecurityRequestForm.pdf. Request the Administrative template and list all applicable Department Orgs.

For additional assistance, please call or contact a member of our Employee Relations Services Team .



The Employee Relations Services Team is here for you!

Robin Kabat, Associate Director
561 297-3072
kabat@fau.edu


Donna Newman, Employee Relations & Development Manager
561 297-2554

newmand@fau.edu


Nancy Vincenty, Broward HR Manager
Davie: 954 236-1245
Fort Lauderdale: 954 762-5686
nvincen6@fau.edu

 

Janet Eagen, HR Representative

561-297-0319

jeagen@fau.edu

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 Last Modified 5/5/14