Performance Management

The university recognizes the importance of performance management and is committed to providing employees with regular, timely and valuable feedback regarding their performance. It is an expectation that employee performance will align with the universities strategic plan, vision, mission values and goals.

The performance management process is a collaborative effort between supervisors and employees, which includes performance planning and goal setting, day-to-day coaching and feedback, periodic performance check-ins and formal performance review.

A performance evaluation required for all new Staff employees’ by the first six months of service. It should be completed within 30 days prior to the end of the initial probationary period or promotional probationary period. An employee shall receive a performance rating of “Achieves” or higher before attaining permanent status in the job class.


Annual Review Process

Administrative Employees – are evaluated annually on the basis of overall performance in fulfilling assigned job responsibilities. There shall be an annual review meeting between supervisor and employee to update the position description (if necessary), review the employee’s performance during the preceding year, and convey the supervisor’s performance expectations for the upcoming year.

Administration Performance Evaluation: http://usfweb2.usf.edu/human-resources/employee-relations/performance-management.asp

Performance Self-Assessment: http://usfweb2.usf.edu/human-resources/employee-relations/performance-management.asp

Staff Employees – For Staff employees who have completed a 6 months probationary period, the annual evaluation will only cover the period of time from the day after their probationary end date through the day before their annual evaluation date (whether anniversary, calendar, fiscal or other). This may mean the annual evaluation covers a period of time that is less than 12 months, since the probationary period was covered by the probationary evaluation.

Staff Performance Management Procedure: http://usfweb2.usf.edu/human-resources/pdfs/employee-relations/staff-performance-management.pdf

Please review the sections on the following in the procedure:

  • Probationary Evaluations
  • Annual Evaluations
  • Special Evaluation
  • Evaluation Ratings
  • Developing Performance Standards/Expectations and setting Goals
  • Completing and Submitting an Evaluation
  • Conducting an Probationary or Annual Performance Review
  • Absence of an Evaluation
    • Probationary Period
    • Employee with Regular Status
  • Substandard Evaluation
    • Probationary Period
    • Employee with Regular Status
  • Employee’s Rights and Responsibilities

Staff Performance Evaluation: http://usfweb2.usf.edu/human-resources/employee-relations/performance-management.asp

Performance Self-Assessment: http://usfweb2.usf.edu/human-resources/employee-relations/performance-management.asp

Extension of Staff Probationary Period: http://usfweb2.usf.edu/human-resources/employee-relations/probationary-empl.asp

Performance Improvement Plan Format: http://usfweb2.usf.edu/human-resources/pdfs/employee-relations/forms/sample-performance-improvement-plan.pdf

Military Leave Employees: An annual evaluation for an employee who is returned from military leave will cover only the time not on military leave. The employee’s performance while on military leave will be considered to be at the same rating as the employee’s preceding evaluation.


Special Evaluation

A special evaluation may be completed:

  • At any time the supervisor determines the employees’ overall performance has changed from the level reflected on the most recent evaluation.
  • During the initial probationary period or annual evaluation to address substandard performance. The employee will be put on Performance Improvement Plan to give opportunity for employee to correct any substandard performance issue.
  • In response to a written request for a performance evaluation, provided the employee has not received evaluation in the last six months and has not received an evaluation with an overall substandard rating.
  • For other reasons, such as when the employee or employee’s supervisor leaves a position.

Evaluations Ratings

There are five performance rating for Staff an Administrative employees (except those in designated law enforcement classes/positions):

  1. Exemplary – performance far exceeds all standards/expectations. Exceptional results are consistently produced.
  2. Commendable – performance frequently exceeds standards/expectations. Exceptional results are consistently produced.
  3. Achieves – performance consistently meets standards/expectations. Requisite competencies and knowledge are demonstrated.
  4. Needs Improvement – performance does not consistently meet standards/expectations. Some requisite competencies and knowledge are demonstrate. Individual may still be learning the job and/or functions and requires additional time to develop.
  5. Unsatisfactory – performance does not meet standards/expectations. Major deficiencies require immediate attention and improvement.

For additional information on evaluations please go to human resources/employee relations web page: http://usfweb2.usf.edu/human-resources/employee-relations/performance-management.asp


POST DOC - Annual Reviews and Individual Development Plans

As part of an ongoing performance management system supporting the success of the University’s employees, it is expected that postdoctoral scholars undergo a review of their performance on an annual basis. A written evaluation should be prepared and delivered to each postdoctoral scholar by the responsible administrator or supervisor. Criteria for such reviews will vary according to the nature of the position and the unit in which it is located. Goals and objectives, as well as the criteria for annual reviews, should be communicated to the postdoctoral employee at the time of initial hire and at the start of each succeeding year. Training and professional development workshops attended must be documented within the annual review. Sample Annual Review forms are available from the Office of Postdoctoral Affairs, http://www.grad.usf.edu/opa_index.php

The responsible administrator should seek whatever evaluations are necessary to complete a fair and thorough review. Evaluations might be sought from colleagues and from others with whom the postdoctoral scholar interacts.

It is also strongly advised that faculty mentors have their postdoctoral scholars complete an Individual Development Plan (IDP) that can be used to outline goals, gauge progress, and can be useful for annual reviews. Sample IDP forms are available from the Office of Postdoctoral Affairs, http://www.grad.usf.edu/opa_index.php.


Graduate Assistant, Graduate Research Assistant and Teaching Assistant Employment Performance Evaluation

Policy. A comprehensive annual performance appraisal for each employee, whose term of appointment is one (1) semester or longer, shall be evaluated in writing once during each such appointment. The University wide comprehensive annual performance appraisal format will be used for all appraisals. The employment evaluation shall include evaluation of assigned duties and such other responsibilities as are appropriate to the assignment. Additional consideration will be given to the satisfactory progress towards completion of the degree program according to University policy. Personnel decisions shall take such employment evaluations into account, provided that personnel decisions need not be based solely on written employment performance evaluations. The Graduate Program Director will certify completion of the annual performance appraisal for each employee to the Graduate School. 

Location of GA Performance Evaluation form: http://www.grad.usf.edu/inc/linked-files/ga_performance_evaluation.doc


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