III. Your Job

Classification Plans

Your work at the University should be a challenging and stimulating experience. No matter what job you hold, you are a part of the team that will mold the University. Your contribution is essential to our continued success.

The University Board of Trustees establishes the personnel program for all University employees in accordance with the regulations and guidelines of the Board of Governors. There are three classification plans including Faculty, Administrative and Professional (A&P), and  Support Personnel. Each A&P and Support Personnel employee is assigned to a specific position that has an official position description outlining the duties the employee in that position is expected to perform. You should ask your supervisor for a copy of your position description. A copy of your official position description is also on file in Human Resources.

Classifications/Reclassifications

Using the official position description and relevant class specifications, Human Resources classifies positions (that is, assigns them to an official class title) based on the kind of work performed and the level of responsibility assigned.

When the duties of a position increase or decrease significantly, it is possible to reclassify the position with an appropriate change in title and/or salary.

Employment Opportunities

Position Vacancy Announcements for all Faculty, Administrative & Professional (A&P), and Support Personnel positions are posted in Modular 2 and on the Employment Opportunities (SOAR) link on the Human Resources website at www.fgcu.edu/HR or http://jobs.fgcu.edu. Information regarding position vacancies at other state universities in Florida may also be accessed through the FGCU Human Resources homepage by accessing the State University System of Florida, Board of Governors link.

Performance Evaluation

The performance evaluation is a means of letting you know how well you are performing on the job and provides an opportunity to discuss your career development with your supervisor. The evaluation should assist in the development of personal goals that are consistent with those of your department and the University and to foster discussion of performance expectations between you and your supervisor.

A&P employees are evaluated on an annual fiscal year basis ending on June 30. In the case of an initial appointment of an A&P employee, the initial evaluation  covers the period from the appointment date through June 30. Upon completion, the evaluation form is maintained by the Department of Human Resources.

Support Personnel employees are evaluated prior to the end of a probationary period that is typically six months. Upon successful completion of the probationary period, performance evaluations are conducted annually on the anniversary date of the appointment to the class. The evaluation form is maintained by the Department of Human Resources. Your signature and date indicate that you have received a copy of the evaluation and have been given an opportunity to discuss it with your supervisor.

As a Support Personnel employee, you may receive a special evaluation prior to a probationary evaluation or anytime based upon a change in the overall performance rating. In cases where you receive an overall rating of Below Performance Standards, and you are retained in the class, specific improvement must be achieved within a designated period of time or you must be removed from the class. The special evaluation period may not cover more than 60-day intervals up to six months.

As a Support Personnel employee, you attain regular status after completing the specified probationary period for the class with satisfactory performance.

A&P and Support Personnel Outstanding Employee Award

These awards are presented to an A&P and a Support Personnel employee for outstanding service to the University  that has benefited the entire University during the past academic year. The Gabor Agency, Inc., one of the University's insurance providers, and the Staff Advisory Council (SAC) fund the awards. The Staff Advisory Council coordinates the solicitation of nominees and the selection of the recipients. The awards are presented at the spring Celebration of Excellence.

Service Recognition

In recognition of your continuous satisfactory service to the University, you will receive an award at five-year intervals. Awards take the form of certificates, pins or other tokens of recognition. Service awards may also be presented to retiring employees whose service has been satisfactory with the University.

Resignation/Termination/Separation

If you decide to resign from your position with the University, you should notify your supervisor or department head as far in advance as possible. Employees are encouraged to provide at least two weeks notice of resignation to their supervisor. 

The employment of any A&P or Support Personnel employee may be terminated for cause, such as misconduct, below standard performance, incompetence, etc. as outlined in FGCU regulation FGCU-PR5.016 and FGCU-PR5.023.

The employment of any A&P employee may be separated, without cause, upon advance notice of separation.  Employees in the initial year of employment shall be given 30 days notice prior to the effective date.  Employees with more than one year of employment shall be given 90 days notice prior to the effective date.  During this time an employee may be reassigned other duties and responsibilities; however, the University must continue to pay the employee until the date of final termination.

In these instances the employee may have certain rights to grieve. Human Resources will provide assistance regarding applicable grievance procedure to an employee who is separated from employment.

For more information click here.

Exit Separation Process

If you are ending your employment with FGCU, please contact Human Resources at 590-1400 two weeks prior to your last day of employment in order to schedule an exit interview.

Prior to your last day at work, you are required to return to your supervisor all University property including keys and pay any outstanding fines or obligations. You will need to complete a Departmental Separation Clearance Form in addition to scheduling an exit interview with Human Resources. During the exit interview, you will receive important information regarding your final pay check and any applicable leave cash outs, insurance including COBRA and other benefits you may be eligible to continue, and answers to any other questions. Additionally, if you are moving out of the area, it is important to change your address on your W-4. This will ensure that you receive your final W-2 in a timely manner.

Your clearance with each department is considered part of your position responsibilities and the time that is required to complete the process is regular work time. The completed Departmental Separation Clearance Form is your "receipt" that all outstanding obligations have been satisfied.  The University reserves the right to deduct from the employee's last pay monies for any outstanding property or unsettled accounts.

Layoff

In the unlikely event that the University should experience adverse financial circumstances, loss of grant funding, curtailment or abolishment of one or more programs or functions, or an academic or administrative reorganization, etc., there may be a layoff.

Layoffs may be at an organizational level such as division, college, department, area, program, unit or other level of organization.  In designating the employees for layoff, the qualifications and relevant experiences required for specific positions will be considered.

For more information click here.