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Florida Gulf Coast University

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Human Resources

Performance Management

 
 
Performance Management - Knowledge Center
Addressing Recurring Problems

Click here for a "How-To" guide based on best practices for addressing recurring problems in employee performance.

Delivering Feedback

Click here for a "How-To" guide based on best practices in delivering feedback.

FGCU Human Resources Guidelines for Performance Management

Click here to review the guidelines for perfomance management.

Guide for Conducting Performance Discussions

Click here for a “How-To” guide based on best practices and goals for conducting effective performance discussions with your employee.

Key Timeframes and Deliverables

Click here to see what performance management steps are due and to see where they fall in the year.

Performance Management Job Aid

Click here for a "How-To" guide to conducting the three steps in the Performance Management cycle.

Receiving Feedback

Click here for a "How-To" guide based on best practices for receiving performance feedback from your supervisor.

Reviewing Performance

Click here for a "How-To" guide based on best practices for reviewing employee performance.

Supervisor Guide: First Year Performance Management Process for New Employees

Supervisors, click here to review how to adjust a new hire’s first year performance plan into the fiscal year.

FGCU Performance Management Process

PM Info Graphic

 

Planning (June-July)

Supervisors and employees meet to:

  • Review expectations for upcoming year
  • Set SMART goals
  • Discuss training and resources need to meet goals
  • Identify support and barriers to achieving goals

Mid-Term Checkpoint (November-January)

Supervisors and employees meet to:

  • Discuss status of goals
  • Make any corrections as necessary
  • Discuss any obstacles interfering with goal achievement
  • Discuss any on-going training needed

Annual Review (May-June)

Supervisors and employees meet to:

  • Discuss past year's performance
  • Begin discussing next year's expectations (potential goals, potential development, etc.)
  • Determine annual rating

Note: For employees in a six-month probationary period, the performance management cycle is six months and should be adjusted accordingly; a one-year probationary period cycle is adjusted to a one-year timeframe.