Performance Appraisal Overview

Performance appraisals are a formal, written means of evaluating AMP and SP employees and are the final step in the听Performance Management听process.听听Both AMP appraisals and SP in Supervisory Position appraisals, are completed听in workday. All AMP and SP appraisals will be due at the same time for the previous fiscal year.

Employees receive notification in their Workday In-Box on Monday, August 3rd, 2026 for access to
their FY26 performance evaluations. Employees are to evaluate their performance, and
their self-evaluation is to be completed by Monday, August 31st, 2026.

After the employee completes their self-evaluation, Workday will automatically route their 
evaluation to the immediate supervisor. Immediate supervisors are to complete their 
evaluation of the employee’s performance by September 29th, 2026.

The “additional reviewer” (which is normally a higher-level supervisor) is to complete their 
portion of the evaluation by Friday, October 9th, 2026. At the discretion of the Dean, 
Director, Vice President or their designee, an additional reviewer can be added in the 
evaluation process; however, that additional reviewer must be added (by the immediate 
supervisor) before the immediate supervisor approves/submits (step 2). *An additional 
reviewer is not required; however, for some positions, this may be appropriate (i.e, dotted 
line reporting).

After both the employee and supervisor(s) have completed their portions, the immediate supervisor will receive a “To Do” in their Workday in-box to schedule a meeting with the employee to discuss the completed evaluation. That supervisor and employee evaluation meeting is to be held and completed by Wednesday, October 21st, 2026.

After the supervisor and employee evaluation meeting (step 4) the supervisor is to release 
the evaluation back to the employee, and the employee acknowledges in Workday that 
they met with the immediate supervisor and discussed the contents of the performance 
evaluation. That acknowledgement in Workday is to be completed by Friday, October 30th, 
2026.

For questions, please contact听 Shannon Kulasekere, Employee Development & Training Manager (skulasekere@fau.edu / (561) 297-3071).

Employee Development & Training Inbox:听 hrtrainingdev@fau.edu.

Federal Work-Study Annual Performance Appraisal Timeline

Employees receive notification in their Workday In-Box on Monday, October 6th
for access to their self-evaluation. Employees are to evaluate their performance, 
and their self-evaluation is to be completed by Monday, October 27, 2025.

After the employee completes their self-evaluation, Workday will automatically 
route their evaluation to the immediate supervisor. Immediate supervisors are to 
complete their evaluation of the employee’s performance by Monday, November 
17, 2025.

Once the evaluation is completed, the immediate supervisor will receive a “To Do” 
to schedule a meeting with the employee to discuss the evaluation. That 
supervisor and employee evaluation meeting is to be held and completed. After 
the supervisor and employee evaluation meeting the supervisor is to release the 
evaluation back to the employee, and the employee acknowledges in Workday 
that they have met with the immediate supervisor and discussed the contents of 
the performance evaluation. The acknowledgement in Workday is to be 
completed by Friday, December 12, 2025.

If you have any questions, please do not hesitate to contact:听 Miroslava Obrenovic 听and听 workstudy@fau.edu

Job Aids

Job Aids are in Workday:

  • Performance Evaluation- Self-Evaluation
  • Performance Evaluation- Supervisor Evaluation
  • Performance Evaluation- Updating Goals
  • Performance Evaluation- Instructions to Add an Additional Approver
  • Performance Evaluation Status Report听

Administrative, Managerial & Professional (AMP) appraisals and 听Support Personnel (SP) in supervisory position appraisals

Guidelines For Supervisors To Complete Appraisals:

Amp And Sp In Supervisory Positions Appraisals
  • Each employee being evaluated shall be required to submit a self-evaluation during the appraisal period.
  • Each appraisal shall be completed by the supervisor to whom the staff member reports using six (6) job performance/professional competency categories. Each competency reflects the skills, knowledge, and professional behavior necessary to perform the job in a competent, effective manner, and participate in achieving the goals of the Department, the Division, and the University.
  • Each performance appraisal shall cover the employee鈥檚 performance during the announced appraisal period and shall address each of the following areas:
    • How effectively the employee fulfilled the duties and responsibilities.
    • Progress made toward previously agreed-upon goals and objectives.
    • Comments regarding special accomplishments occurring during the appraisal period.
    • Whether any areas for improvement occurred and, if so, corrective action needed.
    • Goals for the coming year.听
  • Employees have the opportunity to add comments at the time that they receive their appraisal.
  • If the rating is determined to be "Needs Improvement (2)" or 鈥淯nsatisfactory (1),鈥� contact Employee Relations before completing the appraisal.

Support Personnel (Sp) Appraisals

The Probationary Period covers the first six months of employment for Support Personnel at 麻豆精品视频. Employees filling positions in Law Enforcement classifications have a probationary period of one year.

Probationary periods can be extended beyond the end date up to a period of six months but may not exceed one year. 听Supervisors must contact Employee Relations, prior to the end of the probationary period, to discuss the extension and/or next steps.

If the appraisal is determined to be "Needs Improvement (2)" or 鈥淯nsatisfactory (1),鈥� contact Employee Relations before completing the appraisal.

Guidelines To Complete A Support Personnel Appraisals:听

  • Each employee being evaluated shall be required to submit a self-evaluation during the appraisal period.
  • Each appraisal shall be completed by the supervisor to whom the employee reports using four (4) job performance/professional competency categories. Each competency reflects the skills, knowledge, and professional behavior necessary to perform the job in a competent, effective manner, and participate in achieving the goals of the Department, the Division, and the University.

Setting Goals

Each employee is required to list their accomplishments, with the previous goals automatically populated if available. Employees can revise or add content under the summary of accomplishments.听

Writing Goals :

  • Focus on the three to five specific tasks or achievements that were most significant during this appraisal period.
  • Align goals to department and organizational objectives.
  • Write Goals in the SMART framework.
    • S- Specific (The goal is clear and unambiguous)
    • M- Measurable (The goal is quantifiable, an indicator of progress)
    • A- Achievable (The goal is realistic and achievable)听
    • R- Relevant (The goal aligns to department/ organizational objectives)
    • T- Time (The goal has a specific deadline to monitor and track progress)

Ratings

  • Exceptional (5) 鈥� Performance that is characterized by exceptional accomplishments throughout the rating period. Performance far exceeded expectations due to exceptionally high quality of work consistently performed in all essential areas of responsibility, resulting in an overall quality of work that was significantly superior. The employee's performance has had a positive and demonstrable impact on the Department's ability to achieve goals. The employee has consistently performed at the highest level of effectiveness.

  • Outstanding (4) 鈥� Performance consistently achieved and often exceeded expectations in all essential areas of responsibility. The quality of work was excellent overall. Consistently demonstrated effective behaviors and often demonstrated outstanding work.

  • Good (3) 鈥� Performance consistently met expectations in all essential areas of responsibility, and at times exceeded expectations. Quality of work was good overall.

  • Needs Improvement (2) 鈥� Performance did not consistently meet expectations. Performance failed to meet expectations in one or more essential areas of responsibility. A performance improvement plan must be attached, including timelines, and monitored to measure progress.听 *Contact the Employee Relations Division of the Department of Human Resources for further assistance.

  • Unsatisfactory (1) 鈥� Performance was consistently below expectations in most essential areas of responsibility. Significant improvement is needed in one or more important areas. A plan to correct performance, including timelines, must be outlined and monitored to measure progress.听 *Contact the Employee Relations Division of the Department of Human Resources for further assistance.

  • Too New To Rate (< 2 months at University) (0) 鈥� Only use if the employee has听been employed with the University less than two (2) months. If the employee is new to the position, then collaborate with the previous supervisor(s).

Overall Rating

To determine an Overall Rating, the supervisor should review the individual ratings already assigned. The immediate supervisor will evaluate the employee on each competency based on their performance and behaviors during the review period, considering the relative importance of each. They will then decide on a fair overall rating. For instance, it is possible to have four ratings of 鈥淥utstanding (4)鈥� and six ratings of 鈥淕ood (3)鈥� and conclude that the overall rating should be 鈥淥utstanding (4)鈥�. In this scenario, the significance of the four 鈥淥utstanding (4)鈥� ratings outweighs that of the six 鈥淕ood (3)鈥� ratings. The supervisor should be prepared to discuss the reasons for these ratings and justify the overall rating decision.

The rating 鈥淭oo New to Rate" (0) should be used only if the employee has been at the university for less than two months. If the current job is new, the current supervisor should collaborate with the prior supervisor on the appraisal.

Performance Improvement Plan (PIP)

An Improvement Plan is required as a follow-up to any overall rating of 鈥淯nsatisfactory (1)鈥� or 鈥淣eeds Improvement (2)鈥�. The Employee Relations Division of the Department of Human Resources will collaborate closely with the supervisor to establish a Performance Improvement Plan (PIP) to address performance issues. This PIP should be completed 60 days from the date the Unsatisfactory (1) or Needs Improvement (2) appraisal was issued. At the supervisor鈥檚 discretion and with approval from Human Resources, an additional 30-day extension may be granted to the employee.

Special Performance Improvement Plan (SPIP)

If performance issues arise outside of the annual performance appraisal cycle, please contact the Employee Relations Division of the Department of Human Resources to address these issues with a Special Performance Improvement Plan (SPIP).

For additional assistance, please call or contact a member of our听 Employee Relations Team.