Supervisors

As a supervisor you play an important role in disseminating the culture of 91�� 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?

Hire

I want to hire ....

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 issuing 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

Supervisor reviews the position description, other documents, or notes from throughout the year and then completes the evaluation form.

Supervisor submits the evaluation to the next level up supervisor (reviewer) for comments and approval.

Supervisor meets with the employee to discuss the evaluation.

Employee signs the evaluation.

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 91��.

2nd level supervisor/manager completes the evaluation.

Steps for Completing the Evaluation

2nd level supervisor reviews the position description, other documents, or notes from throughout the year and then completes the evaluation form.

2nd level supervisor submits the evaluation to the next level up supervisor (reviewer) for comments and approval.

2nd level supervisor meets with the employee to discuss the evaluation.

Employee signs the evaluation.

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 91��.

Current supervisor/manager seeks input from previous supervisor/manager before completing the evaluation.

Steps for Completing the Evaluation

Current supervisor reviews the position description, other documents, or notes from throughout the year and then completes the evaluation form.

If feedback from previous supervisor is used in preparing the evaluation, have the previous supervisor sign the evaluation as well.

Current supervisor submits the evaluation to the next level up supervisor (reviewer) for comments and approval.

Current supervisor meets with the employee to discuss the evaluation.

Employee signs the evaluation.

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 91��.

2nd level supervisor/manager either gone or in position < 90 days.

Steps for Completing the Evaluation

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

ePerformance

Staff performance Evaluation Rating Scale

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.

Leave and Time

Employment

Workplace

Hiring Forms & Information
Verification

Security Questionnaire (PDF)

Hiring

For assistance with this form, please refer to the PAF Instructions (PDF)

If you are rehiring a retiree, please contact benefits@ung.edu.

Relocation Expenses Form (PDF)

Information

Pay Calendar (PDF)

Equal Opportunity Statement (PDF)

Georgia Defined Consolidation Plan (GDCP)

Right to Know

91�� Use of State Property, Confidentiality, & Drug-Free Campus Statements

What is OneUSG Connect?

Who do I contact about OneUSG Connect issues?

Job Matrix (PDF)

91����

Supervisors

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

What Would You Like to Do?

Hire

I want to hire ....

Faculty

Staff

Student

Evaluate Performance

Instructions for Completing Performance Evaluations

Employee Category 1

Steps for Completing the Evaluation

Employee Category 2

Steps for Completing the Evaluation

Employee Category 3

Steps for Completing the Evaluation

Employee Category 4

Steps for Completing the Evaluation

Points to Consider

Manage and Develop Staff

Leave and Time

Employment

Workplace

Verification

Hiring

Information

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