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Supervisors

As a supervisor you play an important role in deciminating the culture of UNG to others. You also carry an extra responsibility in relaying important communications, making sure projects and business processes are completed, and providing important feedback to those that report to you and helping them grow.

Whether you are hiring someone, evaluating someone's performance, managing projects and suggesting possible learning opportunities, or just need additional information, we've put together information to assist you in your role.

Not sure if you are a supervisor? Do you...

  • Oversee the work of others?
  • Sign off on timesheets for others?

 

What Would You Like to Do?

Evaluate Performance

Here you will find the instructions and forms you need as a supervisor or manager to complete performance evaluations for those employees under you. If you are considering disciplinary action or issueing a Performance Improvement Plan, you should contact Human Resources.

Faculty

Faculty, academic department heads and coordinators, and academic deans are evaluated using a Faculty Annual Report as listed in the Faculty Handbook.

Please reference the Faculty Handbook, Section 7.1 Annual Evaluation, for this procedure.

 

Staff

Performance evaluations are completed once a year starting January 1 and covers performance for the previous year.

Instructions for Completing Performance Evaluations

Employee Category 1

  • Supervisor/manager in position over employee for > 90 days.
  • Supervisor/manager completes the evaluation.

Steps for Completing the Evaluation

  1. Supervisor reviews the position description, other documents, or notes from throughout the year and then completes the evaluation form.
  2. Supervisor submits the evaluation to the next level up supervisor (reviewer) for comments and approval.
  3. Supervisor meets with the employee to discuss the evaluation.
  4. Employee signs the evaluation.
  5. Supervisor gives employee a copy and sends the original to Human Resources.

Points to Consider

Employee Category 2

  • Supervisor/manager in position over employee for < 90 days.
  • Previous supervisor/manager no longer at UNG.
  • 2nd level supervisor/manager completes the evaluation.

Steps for Completing the Evaluation

  1. 2nd level supervisor reviews the position description, other documents, or notes from throughout the year and then completes the evaluation form.
  2. 2nd level supervisor submits the evaluation to the next level up supervisor (reviewer) for comments and approval.
  3. 2nd level supervisor meets with the employee to discuss the evaluation.
  4. Employee signs the evaluation.
  5. 2nd level supervisor gives employee a copy and sends the original to Human Resources.

Points to Consider

Employee Category 3

  • Supervisor/manager in position over employee for < 90 days.
  • Previous supervisor/manager still at UNG.
  • Current supervisor/manager seeks input from previous supervisor/manager before completing the evaluation.

Steps for Completing the Evaluation

  1. Current supervisor reviews the position description, other documents, or notes from throughout the year and then completes the evaluation form.
  2. If feedback from previous supervisor is used in preparing the evaluation, have the previous supervisor sign the evaluation as well.
  3. Current supervisor submits the evaluation to the next level up supervisor (reviewer) for comments and approval.
  4. Current supervisor meets with the employee to discuss the evaluation.
  5. Employee signs the evaluation.
  6. Current supervisor gives employee a copy and sends the original to Human Resources.

Points to Consider

Employee Category 4

  • Supervisor/manager in position over employee for < 90 days.
  • Previous supervisor/manager no longer at UNG.
  • 2nd level supervistor/manager either gone or in position < 90 days.

Steps for Completing the Evaluation

  1. Current supervisor/manager delays evaluation until employee meets 90-day threshold.

Points to Consider

  • Use whole numbers for the ratings. The overall rating may not be a whole number because of
    the weighted calculations built into the form.
  • A rating of 3 (Met Standard) is a good rating. Employees who come to work every day, do their
    jobs, etc., meet the standard.
  • If the evaluation contains a rating of less than 3 in the area of Performance, the supervisor
    needs to contact Human Resources prior to meeting with the employee to prepare either a
    Performance Improvement Plan (PIP) or other disciplinary document to be presented to the
    employee at the time of the evaluation.
  • If the evaluation contains a rating of 5 in any category, the supervisor must provide a
    justification in either the comment block if sufficient space is available or in a separate
    document attached to the evaluation form.
  • Employees have 30 days from the date of signature on the evaluation to include any comments
    with the evaluation.
  • The supervisor should take this opportunity to review the current job description with the
    employee and discuss any changes or additions that should be made to this document.
Manage and Develop Staff

As the liaison between employee and administration, you play a vital role in the management and development of the employees in your department.

To help you in your efforts to effectively manage those employees, we've provided you with the following resources should you need them.

Employee Relations should be contacted before taking any disciplinary action and for ADA or FMLA considerations.

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