Performance Appraisals

Administrative & Professional (A&P) Annual Performance Program

Below are the recommended steps associated with A&P annual performance programs.

1. The supervisor creates the annual performance plan in collaboration with the A&P employee, which can include reviewing any evaluative criteria, reviewing listed job duties/position details, and establishing current fiscal year goals and professional development activities. 
2. The supervisor and employee meet mid-year, or as needed to discuss on-going performance.
3. Optional: Employee completes a self-evaluation using established evaluative criteria.
4. Supervisor evaluates the employee based on established evaluative criteria, using the Performance Appraisal Form (PDF). Supervisors may also add future goals and professional development activities to be completed in the next appraisal cycle.
5. Supervisor and employee meet to discuss the evaluation. Based on feedback from the employee, the supervisor can make changes to the appraisal form.
6. Employee acknowledges and signs the final appraisal form.
7. Second Level supervisor acknowledges and signs the final appraisal form.
8. The final appraisal form is forwarded to HR for review and keying the overall appraisal score in Banner.

Support Staff (USPS) Annual Performance Programs

Below are the steps associated with Support annual performance programs.

1. The supervisor creates the annual performance plan, which can include reviewing any evaluative criteria, reviewing listed job duties/position details, and establishing current fiscal year goals and professional development activities. 
2. The supervisor and employee meet mid-year, or as needed to discuss on-going performance.
3. Optional: Employee completes a self-evaluation using established evaluative criteria.
4. Supervisor evaluates the employee based on established evaluative criteria, using the Performance Appraisal Form (PDF). Supervisors may also add future goals and professional development activities to be completed in the next appraisal cycle.
5. Supervisor and employee meet to discuss the evaluation. Based on feedback from the employee, the supervisor can make changes to the appraisal form.
6. Employee acknowledges and signs the final appraisal form.
7. Second Level supervisor acknowledges and signs the final appraisal form.
8. The final appraisal form is forwarded to HR for review and keying the overall appraisal score in Banner.

Probationary Performance Programs

Below are the steps associated with the Support probationary programs.

1. The supervisor creates the annual performance plan, which can include reviewing any evaluative criteria, reviewing listed job duties/position details, and establishing current fiscal year goals and professional development activities. 
2. The supervisor and employee meet as needed to discuss on-going performance.
3. Supervisor evaluates the employee based on established evaluative criteria, using the Performance Appraisal Form (PDF). Supervisors may also add future goals and professional development activities to be completed in the next appraisal cycle.
4. Supervisor and employee meet to discuss the evaluation. Based on feedback from the employee, the supervisor can make changes to the appraisal form.
5. Employee acknowledges and signs the final appraisal form.
6. Second Level supervisor acknowledges and signs the final appraisal form.
7. The final appraisal form is forwarded to HR for review and keying the overall appraisal score in Banner.

For questions about performance appraisals, please contact the Office of Human Resources at (904) 620-2903 or [email protected].

The performance appraisal should not serve as first notice to the employee of a performance issue. Supervisors should provide feedback throughout the course of the appraisal period, to ensure that expectations are communicated, and employees are given the opportunity to correct performance issues. Performance Improvement Plans are designed to assist employees in meeting the requirements of their job responsibilities at the expected level of performance. If an employee receives an overall rating of “Below Expectations” or “Unsatisfactory” on their annual Performance Appraisal, a Performance Improvement Plan must be completed.

Supervisors are expected to contact Human Resources’ Employee and Labor Relations unit to discuss the criteria and format for Performance Improvement Plans prior to administering. At a minimum, PIPs should describe specific performance issues, steps already taken to remediate the issues, a level of performance that would demonstrate acceptable improvement, a time frame for correction, and the consequences for not improving performance.

For questions about Performance Improvement Plans, please contact Rosemary Ponce Ferguson, Associate Director Employee and Labor Relations, in the Office of Human Resources at (904) 620-2981.