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New Employee Guide

The joint responsibility of ensuring the success of a new employee rests with the supervisor, the employee, and the university community. These pages will outline the proper steps to take for the process to be as smooth as possible. Included are checklists for supervisors and new employees listing important topics to keep in mind during the initial stages of employment. The checklists serve as guides, however supervisors and employees are encouraged to expand upon them to fit their specific needs. The Probationary Guide contains information for both supervisors and SP employees pertaining to the initial probationary period

Supervisor Checklist

New Employee Checklist


Probationary Guide

 

Initiate the Performance Management Process!

The Florida Atlantic University Employee Relations Services Team has provided a process for an effective partnership between supervisors and employees.  The probationary period is the ideal time to implement the process. Click on the link above to get started.

 

What is the probationary period?

At Florida Atlantic University, Support Personnel have an initial six month probationary period. Law Enforcement employees in the classifications of Officers, Corporals, and Sergeants have a one year probationary period in each of these classifications.  An employee must successfully pass this initial probationary period in order to continue employment with the University.

 

What is the Probationary Employee’s Role?

During the probationary period, it is important for new employees to learn the elements of their position.  This includes understanding and meeting the performance standards outlined by the supervisor.  Another key element of the probationary period is for employees to familiarize themselves with how their position correlates with their department and the University.  By acquainting themselves with the position, the department, and the University as a whole, new employees will gain the ability to perform the functions of their position with confidence. Along with knowing the functions of the position, it is important for employees to always maintain a positive attitude and show a willingness to work as part of a team.  

 

What is the Supervisor’s role?

Supervisors should use the probationary period as an opportunity to clearly communicate expectations to new employees. This is done by outlining duties and explaining the standards by which those duties are to be completed.  Beginning during the probationary period and continuing throughout their employees’ career, supervisors should provide constant feedback for employees, always addressing areas where employees are performing well as well as areas where employees may have a need for improvement.

Rather than waiting until the end and looking back on the probationary period, supervisors should take a proactive role. This can be accomplished by setting goals for new employees and tracking the progress of those goals.  Keeping track of an employee’s progress also gives a supervisor a reference to revisit when completing the appraisal. 

 

Probationary Appraisals:

At the end of the probationary period a Probationary Appraisal will be done.  In order for the employee to gain regular status, an overall rating of at least Achieves must be issued on the appraisal. The supervisor should be completely confident that the employee has met all of the standards that have been set.

 

Probationary Extensions:

Occasionally situations occur that cause a need for the probationary period to be extended. The probationary period can be extended up to six months for SP employees in non law enforcement positions. The total length of the probationary period may not exceed one year.

If, in order to ensure the employee’s success in the position, the supervisor feels that it is necessary to extend the probationary period to further assess the employee’s ability to perform the job, a request to extend the probationary period would be appropriate. Some other examples of situations that may warrant a probationary period to be extended are: an employee taking a leave of absence during their probationary period, a change in supervisors during the probationary period, the employee not having exposure to a critical element of their position during the probationary period, etc…

If the supervisor wishes to request for a probationary period to be extended, the supervisor should contact the Department of Human Resources in order to discuss the issue and complete the appropriate documents.  Please contact Human Resources with any questions regarding probationary extensions.

 

The Employee Relations Services Team:

Whether you are a supervisor or an employee, please contact a representative of The Employee Relations Services Team if you have questions at any time throughout your career with Florida Atlantic University!

 


The Employee Relations Services Team is here for you!

Robin Kabat, Associate Director
561 297-3072
kabat@fau.edu


Donna Newman, Employee Relations & Development Manager
561 297-2554

newmand@fau.edu


Nancy Vincenty, Broward HR Manager
Davie: 954 236-1245
Fort Lauderdale: 954 762-5686
nvincen6@fau.edu

 

Janet Eagen, HR Representative

561-297-0319

jeagen@fau.edu


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 Last Modified 1/8/13