3.2.10 Administrative Staff Evaluations

Comprehensive Standards 3.2.10: Administrative Staff Evaluations

The institution evaluates the effectiveness of its administrators on a periodic basis.

Compliance Partial Compliance Non-compliance

 NARRATIVE

Supervisors evaluate the performance of University of South Florida Sarasota-Manatee (USF Sarasota-Manatee) administrators reporting to them annually. The USF Sarasota-Manatee Organizational Charts show the administrative positions and reporting lines.

Florida Statute 1001.706(6a) requires the Florida Board of Governors of the State University System (BOG), or the BOG’s designee, to establish a personnel program for all employees of a state university. BOG Regulation 1.001(5) delegates to the USF Board of Trustees the powers and duties to establish the personnel program for all the employees of the USF System.

In cooperation with staff in Human Resources at USF Sarasota-Manatee, the Division of Human Resources, a USF System resource, develops, implements, and publishes procedures regarding evaluation of administrative staff. Requiring evaluations, USF System Regulation 10.207 states that the evaluation document is “intended to communicate to the employee the level of his/her performance and should aid in improving the employee’s performance of assigned duties. If necessary, the evaluation will serve as part of a plan to assist in correcting deficiencies of an employee not meeting performance standards.” Supervisors evaluate USF Sarasota-Manatee administrators at the end of the fiscal year. USF Sarasota-Manatee’s Human Resources office maintains completed evaluations in the employee files.

USF Sarasota-Manatee recognizes the importance of performance management and is committed to providing administrators with regular, timely, and valuable feedback regarding their performance. USF Sarasota-Manatee expects administrators’ goals and performance outcomes to align with the USF Sarasota-Manatee Strategic Plan, vision, mission, values, and goals. The performance management process is a collaborative effort between supervisors and administrators. It includes the following processes: performance planning and goal setting, day-to-day coaching and feedback, periodic performance check-ins, and formal performance reviews. Supervisors clearly communicate performance standards based on up-to-date job descriptions, both when employees are appointed to their positions and as those standards and expectations change throughout their employment at USF Sarasota-Manatee. Supervisors are also expected to provide administrators with access to adequate training necessary to effectively perform the duties and responsibilities of their position.

Human Resources at USF Sarasota-Manatee provides training on the annual performance management model annually. It also serves as a source of additional information to supervisors on evaluation ratings, performance standards and expectations, goal-setting, effective feedback, substandard performance procedures, and form completion. The process requires completion of an annual performance evaluation form by the employee’s immediate supervisor (Example of Performance Evaluation – Administration).

The USF System President is USF Sarasota-Manatee’s Regional Chancellor’s direct supervisor, as mandated by Florida Statute 1004.34(3). The President annually evaluates the Regional Chancellor on a form in consultation with the USF Sarasota-Manatee Campus Board members and chair based on annual goals and the USF Sarasota-Manatee Strategic Plan outcomes. Additional information on the Chancellor’s review can be found in Comprehensive Standard 3.2.1 (CEO Evaluation/Selection).

SUPPORTING DOCUMENTATION AND EVIDENCE

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