PERFORMANCE APPRAISAL FORMS
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 in workday. All AMP and SP appraisals will be due at the same time for the previous fiscal year.
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Click here for Supervisor evaluation Job Aid.
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 performance appraisal shall cover the employee’s performance during the announced appraisal period and shall address each of the following areas:
· 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.
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.
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/or next steps.
If the appraisal is determined to be "Needs Improvement" or “Below Standards,” contact Employee Relations at 7-2554 before completing the appraisal.
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.
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. “Too New to Rate” (less than 4 months) is to be used only if the employee is new to the University. If current job is new, the current supervisor should collaborate with the prior supervisor on the appraisal.
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.
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 Janet Eagen, HR Representative 561-297-0319
The Employee Relations Services Team is here for you!
Robin Kabat, Associate Director
Janet Eagen, HR Representative