The job performance of each USPS and A&P employee must be reviewed (discussed) annually 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 and 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. Before issuing a below effective performance appraisal to an employee, please contact your HR Business Center for guidance.
USPS Probationary Review
Upon hire at UCF, all new University Support Personnel System (USPS – excluding Law Enforcement) in a regular, benefits-earning position must serve an initial 12-month probation period. The probationary period represents the time to be used for orientation and training.
Midpoint Probationary Review
As part of the initial twelve-month probation period, the supervisor should complete a Midpoint Probationary Review. The Midpoint Probationary Performance Appraisal allows supervisors to provide employee feedback after 6 months of probationary employment.
Final Probationary Review
No later than 30 days following the 12-month probationary period, the supervisor must submit a Final Probationary Performance Appraisal. The Final Probationary Performance Appraisal form should also be utilized for final evaluation of any probationary employees recommended for termination at any point during the probationary period.
The Final Probationary Performance Appraisal is required to be submitted via email to [email protected]. Supervisors are encouraged to also include a copy of the employee’s Midpoint Probationary Appraisal with the submission. If the Final Probationary Performance Appraisal is not completed and submitted to Human Resources, the employee will automatically attain regular status. After attaining regular status, reviews of employee performance shall be conducted annually.
The university deadline to submit annual performance appraisals is February 15 for all regular employees hired prior to July 1 of the previous year. Employees hired on or after July 1 will be exempt from an annual review until the next review cycle. However, no USPS employee, regardless of their initial hire date with the University, is exempt from his or her initial 12-month probationary review. A notification of reviews not received by the annual deadline will be sent to the Deans/VPs.
For information on Evaluations of Faculty Performance please visit the Office of Faculty Excellence.
2022 Special Performance Appraisal
The 2022 Business Centers, HR/Finance Center of Expertise, and kNEXT Staff Six Month Check-in Special Performance Appraisal (SPA), as well as the supporting materials below, should be used for those employees who have been affected by the Service Enhancement Transformation (SET) Model, those in kNEXT, the College and Division Business Centers, and the HR and Finance Center of Expertise.
Performance Management Certification
A key component to a successful performance appraisal program is assuring that all supervisors have received the necessary training. Supervisors can complete the following four courses in a 18-month period and earn a “Performance Management” certificate.
- Giving & Receiving Feedback
- Performance Appraisal: Supervisors
- Performance Management 1.0
- The Practical Coach™