Performance management is the process by which FGCU involves its employees in improving the effectiveness of the organization in order to accomplish its mission and goals. At FGCU, organizational goals can be found in several places: the Five Year Strategic Plan, the Unit Assessment Plan, the Annual Report, and any specific departmental goals and/or plans. All employees, excluding faculty, will be evaluated on a fiscal year cycle. Faculty evaluations will be conducted consistent with the provisions of the Collective Bargaining Agreement.
While performance evaluations for OPS employees are not required, supervisors are encouraged to provide OPS employees with feedback and invest in the growth and development of employees to improve the overall effectiveness of the organization.
Performance management is a basic duty of supervision. Supervisors are responsible for completing a timely and accurate performance appraisal for each member of their staff. Supervisors have final authority for determining an employee's final appraisal rating. Immediate supervisors must discuss the performance appraisals of their staff with the next level supervisor. An appraisal is considered complete after there has been a discussion between the employee and immediate supervisor and the immediate supervisor has subsequently signed the form. The immediate supervisor and the employee each retain a copy of the completed appraisal, and the original with all signatures is sent to the Department of Human Resources to be placed in the employee's personnel file.
Failure of an immediate supervisor to complete the appraisal process may be reflected in their performance appraisal and may be subject to other organizational repercussions, including disciplinary action.
In the event an immediate supervisor is unable to complete an appraisal, the next level supervisor has responsibility to complete the appraisal. Immediate supervisors who are leaving FGCU, prior to the due date for their employees' next evaluation, must discuss the performance appraisals of their staff with the next level supervisor. The next level supervisor has responsibility to ensure compliance with the Performance Management Guidelines.
Employees are responsible to take ownership of their own performance and providing input into: goal development, competency selection, and training and development needs. Employees are responsible for preparing for performance-related discussions with their supervisor and following through on actions.
An employee's signature on the performance appraisal means the employee has read and understood the appraisal. An employee's signature does not indicate agreement with the appraisal. An employee's refusal to sign the appraisal does not mean the appraisal is incomplete or invalid nor does it relieve the employee of the responsibilities outlined in the appraisal. In the event an employee does not agree with the performance appraisal, the employee may attach comments in support of their position. Additionally, employees may contact Human Resources to discuss their concerns.
The performance management process includes three stages:
In addition to factors such as goals and training and development, FGCU's performance management process includes competencies which help us identify how we do our work. Our process includes a library of competencies from which the immediate supervisor and employee can select competencies appropriate to the employee's work and level of experience. Competencies can be considered developmental or fundamental to the job. The selection of competencies includes a discussion between the immediate supervisor and employee on how the competencies will be demonstrated through the employee's work.
Support Personnel (SP) Probationary Period
SP employees will serve a six-month probationary period with the exception of University police employees who serve a one-year probationary period. The probationary appraisal must be completed by the immediate supervisor. The completion of more than one appraisal during the probationary period is at the option of the supervisor. To successfully complete a probationary period, an employee must perform at the Meets, Meets & Exceeds, or Exceeds ratings overall. The probationary period may be extended under certain circumstances and only in consultation with Employee Relations in the Department of Human Resources and the next level supervisor.
An employee who is on military leave at the expiration of a probationary period shall be considered to have successfully completed the probationary period with a Meets Expectations rating. If an employee returns from military service prior to the expiration of the probationary period, the employee shall be required to complete the remainder of the probationary period.
An annual appraisal of an employee who returns from military leave shall include only the time not on military leave. For administrative purposes, a- regular employee who is on military leave during the annual appraisal cycle shall be considered at the same rating level as the preceding appraisal.
Absences under FMLA cannot be taken into consideration when evaluating an employee's performance. If an employee is on leave, but not protected by FMLA, please contact Employee Relations in the Department of Human Resources.
For purposes of performance appraisal, FGCU defines the term "expectations" to include the anticipated performance of predefined goals, predefined competencies, and satisfaction of the requirements of the position description.
Individual's performance substantially and consistently surpassed predefined goals, while using the expected competencies. This individual's performance regularly exceeds expectations in a variety of assignments beyond the current responsibilities.
Meets and Exceeds Expectations
Individual's performance surpassed some predefined goals, while using the expected competencies. This individual's performance sometimes exceeds expectations in a broad variety of assignments within the scope of the responsibilities.
Individual's performance consistently met the majority of predefined goals, while using the expected competencies. In some cases, this individual's performance may have surpassed expectations while in others it may have fallen short. The prevailing weight of evidence demonstrated performance was acceptable for accomplishing the job in line with established standards.
Partially Meets Expectations
Individual's performance met some predefined goals, while using the expected competencies, but did not consistently meet all expectations. Progress is required in order to consistently meet expectations and accomplish the job in line with established standards. Individual requires special supervisory attention and direction beyond that which is appropriate for the experience level.
Individual's performance did not meet predefined goals or demonstrate the expected competencies. This individual's performance does not achieve current job responsibilities. Individual constantly requires special supervisory attention and direction. If performance does not improve, appropriate disciplinary action, including termination, will be considered. A performance improvement plan must be completed.
Performance Improvement Plans
In the event an employee's performance is rated at Below Expectations, a Performance Improvement Plan must be completed. If an employee's performance or competency in a particular area needs improvement, regardless of the overall rating, a performance improvement plan may be completed. The performance improvement period may not exceed 120 calendar days. The length of time for the performance improvement plan may be determined by the immediate supervisor in 30 day increments. The length of time shall be based on the problem or demonstrated lack of performance. An employee who fails to meet the goals and objectives of a performance improvement plan may be separated from employment consistent with Regulation FGCU-PR5.016 Disciplinary Actions and Regulation FGCU-PR 5.023 Separation from Employment.
eff. 7/13 Rev. 7/13