Employee Performance Management

Performance Feedback

Probationary Period

Annual Employee Performance Evaluation


Performance Feedback. Managers and supervisors are encouraged to provide their employees with ongoing and timely feedback which is useful for improving performance. Frequent feedback, goals setting, and a supervisor’s documentation of an employee’s performance are keys to effective performance management and demonstrates to employees that they are valued, and help to increase employee morale, contributes to the development and advancement of employees, and helps with employee retention. Ongoing feedback may be in the form of formal or informal coaching sessions. 

Probationary Period (Policy #1:02:08). The probationary period reflects the first six (6) calendar months of employment and is not tied to a specific classification or position The Probationary Period provides an opportunity for the University to assess an employee’s work performance and adherence to JSU policies and procedures will be monitored. An employee must successfully complete the probationary period for continued employment. No further probationary periods will be served, regardless of future changes in classification or position. 

During the probationary period, new employees accrue annual and sick leave, and are entitled to holidays. However, the use of annual leave is generally discouraged during the probationary period. An employee serving a probationary period is not eligible for other University position while on probation. At any time during the probationary period, with consultation from the Department of Human Resources, disciplinary action may be administered for conduct, job performance, or rule violation, and a probationary employee may be terminated at any time without cause, and without right of appeal. A supervisor may extend the probationary period for up to three (3) months in order to allow more time to evaluate the new employee's performance. If at any time during the probationary period you or your supervisor decide to terminate your employment, you may be released without advance notice, and there will be no right of appeal for unsatisfactory performance, misconduct or position incompatibility. During the probationary period, you may accumulate and may accrue benefits such as holidays, sick leave, and annual leave. 

Annual Employee Performance Evaluation (Policy #1:02:09). Jacksonville State University (JSU) strives for continuous improvement as a learning-centered community committed to developing the ability to think critically, solve problems creatively and collaboratively and communicate effectively. We should exhibit this mission in all we do and in all relationships. It is important that all employees understand how what they do each day contributes to the achievement of JSU’s goals in a manner demonstrating our values. While feedback is ongoing, it is important to have a face-to-face discussion each year that is captured in writing to ensure that individuals and managers have a common understanding of progress. The staff performance evaluation is intended to be a fair and balanced assessment of an employee's performance. It is a time for supervisors and employees to give and receive feedback, clarify job duties, state management's expectations, and set goals for the coming year. To accomplish a fair and balanced assessment, supervisors must provide the employee an opportunity to express his/her opinions about the employment relationship. The employee’s position description and/or departmental goals and objectives should be used to evaluate and clarify an employee’s duties. 

If an employee’s performance, work habits, overall attitude, conduct, or demeanor become unsatisfactory in the judgment of JSU, based on violations either of the above or any other Jacksonville State University policies, rules, or regulations, employees will be subject to disciplinary action, up to and including dismissal. 

Demotion. Voluntary and Involuntary demotions occur when an employee cannot perform assigned job duties satisfactorily. It is most often used when an employee’s skills are not matched to the job assignment and will result in a salary reduction based on the salary range of the new position. A demotion without a decrease in salary must be approved by the appropriate division’s Vice President or by the Department of Human Resources.

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