Performance
Appraisals
The job performance of each USPS and
A&P employee is to be reviewed (discussed) to ensure performance
standards are met, to review the employee’s position description
(if necessary), to enhance communications, and to convey the supervisor's
performance expectations for the coming year. Additional reviews
may be scheduled by the supervisor at any time to discuss changes
in one or more areas of the employee's performance, a change in
supervision, changes in job duties or the priority of job duties,
or a change in the supervisor's job performance expectations.
The performance appraisal (USPS,
A&P)
shall be completed by the employee's immediate supervisor and reviewed
by the department head. Department heads will sign the evaluation
and may attach any written comments they deem appropriate. The final
appraisal should then be reviewed with the employee, who, after
the review, shall sign the evaluation form. Should the employee
disagree with the comments, he/she has the right to make whatever
written comments he/she feels necessary within 5 business days.
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USPS Probationary Review
Using the Performance
Review Form, written appraisals of a USPS employee's job performance
shall be conducted during the sixth month of the
employee's probationary period in a class. However, supervisors
have up to 14 days to complete and submit to Human Resources. All
USPS employees may receive a 60 day, 120 day, and 180 day evaluations,
although only the 180 day (6 month) must be submitted to Human Resources.
If the probationary review is not completed and submitted to Human
Resources, the employee automatically attains regular status in
the employee class.
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Annual Review (USPS and A&P) January
- December
Thereafter, if the employee's overall performance level hasn't
changed, performance appraisals shall be conducted and turned in
on the University wide performance review due date of February 15th.
USPS employees whose hire date lies between July 1st and December
31st will be exempt from the Annual Performance Review immediately
following their hire date. However, no USPS employee, regardless
of hire date, is exempt from his or her 6-month probationary review.
A notification of reviews not received will be sent to the Deans
/ VPs on or about March 1st.
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Special Performance Appraisal
(USPS)
(1) Scope and Purpose.
(a) This policy applies to all employees with regular status
in their current USPS classification who receive a “Marginal”
or “Unsatisfactory” performance rating.
(b) The Special Performance Appraisal Process affords the supervisor
the opportunity to advise employees about immediate improvements
that they must accomplish in their work performance so they can
successfully fulfill their job requirements.
(c) The Special Performance Appraisal Process is an appraisal
process designed for employees who are having performance difficulties
and are currently unable to achieve an “Effective”
or above overall performance rating.
(d) Special Performance Appraisal is a performance appraisal that
can be issued at anytime. A Special Performance Appraisal can
only be issued to employees with regular status in their current
USPS classification.
(2) Special Performance Appraisal Process.
(a) The Special Performance Appraisal Process begins when a Special
Performance Appraisal with an overall performance rating of “Marginal”
or “Unsatisfactory” is issued. Please note that this
can be issued at the same time as the annual by marking both category
types on the performance appraisal. The Special Performance Appraisal
will be the initial notification advising an employee that they
have been placed on the Special Performance Appraisal Process.
(b) A Performance Improvement Plan will be prepared by the supervisor
with the assistance of Human Resources if needed. The plan will
outline performance improvements that need to be made in order
to achieve an “Effective” or above rating. This plan
will be shared with the employee.
(c) Additional written performance appraisals will be conducted
no later than the 60th day and the 120th day from the date of
the initial “Marginal” or “Unsatisfactory”
rating. However, employees may be removed at any time in accordance
with the Special Performance Assessment Appeal Process if adequate
improvement in their work performance is not attained following
the initiation of the Special Performance Appraisal Process.
(d) Should job performance fail to improve to at least the “Effective”
level by the time a second follow up appraisal is issued, the
employee shall be terminated.
(3) Termination due to “Marginal” or “Unsatisfactory”
Performance.
(a) If an employee is unable to achieve an “Effective”
or above performance rating during the Special Performance Appraisal
Process, the supervisor may submit to Human Resources a written
request for termination. Such request for termination must be authorized
by the supervisor’s vice-provost, dean, director (if reporting
to a division head), or equivalent level. The Human Resources Director
or designee will review the request and, if in order and justified,
will issue a notice of termination to the employee including a statement
that the employee is not eligible for rehire.
(4) Special Performance Assessment Appeal Process.
(a) Employees may appeal their termination due to “Marginal”
or “Unsatisfactory” ratings within 10 working days
from the notification of such termination in accordance with the
Special Performance Assessment Appeal Process. This option will
be stated in the notice of termination.
(b) Special Performance Appraisal ratings that do not result in
termination of employment are not subject to this appeal process.
The Special Performance Assessment Appeal Process is the exclusive
appeal process for terminations due to performance.
(c) The Special Performance Assessment Appeal Process shall be
as informal as possible, yet compatible with the interest of providing
the necessary findings and a recommendation to the appropriate
division head.
(d) The Special Performance Assessment Review Panel will be responsible
to review cases involving terminations in accordance with this
rule.
(e) The burden of proof is borne equally by the employee and management.
(f) The vice president’s decision shall be final and binding
on all parties.
(5) Special Performance Assessment Review Panel.
(a) The Special Performance Assessment Review Panel pool will consist
of at least one regular USPS and one regular A&P employee appointed
by each University of Central Florida division head. When an employee
appeals a termination decision under this rule, the Human Resources
Director or designee will select three panelists from the Special
Performance Assessment Review Panel pool and appoint one as chair
to review an appeal when requested. The chair will be responsible
for:
1. making arrangements for a suitable meeting place for appeals
and notifying the other two members of the time and place of
such meeting.
2. assuring that the appeals are conducted in a orderly manner.
3. assuring that the panel’s written summary of the findings
and its recommendation is submitted to the appropriate division
head in a timely manner.
(b) The Special Performance Assessment Review Panel shall conduct
a full review of the appeal which will include:
1. a review of the entire special performance appraisal
process.
2. asking questions of the appellant, administrator, and supervisor.
3. contacting individuals who have information concerning the appellant.
(c) This panel shall, within 21 calendar days of their first meeting,
provide in writing to the appropriate division head and the Human
Resources Director, a summary of their findings and proposed recommendation
relative to the appeal. This period may be extended with the approval
of the Human Resources Director or designee.
(d) The division head shall issue a final decision to the employee
and supervisor after reviewing the recommendations from the Special
Performance Assessment Review Panel and send a copy to the Human
Resources Director. The final decision will be binding on both
parties.
(6) Goal of the Special Performance Appraisal Process.
(a) The primary goal of the Special Performance Appraisal Process
is to work with the employee to improve performance to an “Effective”
or above performance rating.
(b) As part of this goal, the University expects that an employee
who has completed the Special Performance Appraisal Process will
continue with an “Effective” or above performance
rating for 12 months of active employment following the initial
date of the Special Performance Appraisal Process. This period
may be extended to account for leaves of three weeks or more.
Failure to achieve and maintain an “Effective” or
above performance rating will result in termination.
(c) The employee may choose to dispute the overall rating by following
the Special Performance Assessment Appeal Process.
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Faculty Evaluations
For information on Evaluations of Faculty Performance (FAC 6C-5.925,
UCF Policy) visit Academic
Affairs.
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Last modified: 07 September 2006
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