All staff members should demonstrate proficiency in the Furman Core competencies.  These competencies are based on criteria that all staff members should model in their day-to-day tasks and responsibilities.

Staff members are evaluated on three (3) Furman Core competencies.

Definitions of all competencies, including the Furman Core competencies are available in the “Overview of Competencies for Staff Members” document.  Additionally, a competency worksheet (a tool to assist in rating staff members on the applicable competency) is available for download upon selection of a Furman Core competency.

• Build One Furman
• Collaboration
• Communication
• Institutional Values
• Professional Growth
• Service

Staff members with  supervisory responsibilities should demonstrate proficiency in at least one (1) Supervisory Core  competency.  These competencies are based on criteria that relate to a supervisor’s ability to manage and lead staff toward successfully completing performance objectives.

Depending upon the number of Supervisory Core competencies selected [a minimum of one (1) but not more than three (3)], staff members with supervisory responsibilities shall be evaluated on non (0), one (1), or two (2) of the Job-Specific Core competencies.

Definitions of all competencies, including the Supervisory Core competencies are available in the “Overview of Competencies for Staff Members” document.  Additionally, a competency worksheet (a tool to assist in rating staff members on the applicable competency) is available for download upon selection of a Supervisory Core competency.

• Development and Training
• Leadership
• Performance Management
• Quality Improvement
• Resource Management

Staff members with no supervisory responsibilities should demonstrate proficiency in Job-Specific Core competencies.  These competencies relate to a staff member’s particular responsibilities.

Staff members with no supervisory responsibilities shall be evaluated on three (3) Job-Specific Core competencies.

Definitions of all competencies, including the Job-Specific Core competencies are available in the “Overview of Competencies for Staff Members” document.  Additionally, a competency worksheet (a tool to assist in rating staff members on the applicable competency) is available for download upon selection of a Job-Specific Core competency.

• Accountability
• Decision Making
• Fiscal Responsibility
• Flexibility
• Initiative and Motivation
• Job Skills and Knowledge
• NCAA/Southern Conference Compliance
• Operation and Maintenance of Equipment
• Safety
• Security
• Work Productivity

Supervisors are strongly encouraged to review the competencies prior to initiating the evaluation.  Please see Step 1, Review and Discuss Competencies and Set Goals with Staff Member.  If that does not occur and the competencies are incorrect, close out of the evaluation and contact [email protected].

Competencies are associated with a position, not the staff member. If a direct report is new, or is in a new position, and the competencies were never edited on the direct report’s new position, this error can occur.  To combat this circumstance, supervisors are strongly encouraged to review the competencies prior to initiating the evaluations for their direct reports.  See Step 1, Review and Discuss Competencies and Set Goals with Staff Member.

Supervisors are encouraged to add goals during late summer/fall for their direct report.  Please see Step 1, Supervisors Review and Discuss Competencies and Set Goals with Staff Member.

Supervisors and direct reports will discuss which goals are to be included during a pre-evaluation meeting at the end of the evaluation year.  Thus, if the direct report could not complete a goal because the direct report was asked to focus on another task, it is appropriate for the direct report not to be evaluated on that particular goal.

Yes.  Staff members may archive old goals that have been successfully completed to de-clutter their Individual Goals screen.  Please see How to Archive Goals.

The Step 1 tasks – identifying competencies and setting goals should be completed by September 30.  If a staff member is newly hired, or transferred to the department after September 30, those tasks should be completed as early as possible.

Yes.  Supervisors and direct reports should have at least one goal setting meeting prior to September 30 and a meeting in March to identify which goals will be included for evaluation.

It means that the supervisor already initiated the evaluation for that direct report.

It means that a previous evaluation was not finalized.  To fix this error, go back to make sure that you and your direct report have finalized all previous years’ reviews before beginning a new review for this evaluation year.

Close out of the evaluation and notify the Office of Human Resources so that it can cancel the evaluation.  To preclude this error, supervisors are strongly encouraged to review the competencies prior to initiating the evaluation.  You can initiate the direct report’s evaluation again after you edit the competencies and await notification that the competencies have been approved.

Close out of the evaluation and notify the Office of Human Resources so that it can cancel the evaluation.  To preclude this error, supervisors are strongly encouraged to review the competencies prior to initiating the evaluation.  You can initiate the direct report’s evaluation again after you edit the competencies and await notification that the competencies have been approved.

Follow the instructions to skip feedback if you do not wish to obtain feedback during the evaluation process.

Follow the instructions to skip feedback if you do not wish to obtain feedback during the evaluation process.

The direct report does not see the feedback unless upon completing the request for feedback, the supervisor edits the field allowing the direct report to see the feedback.

Close out of the evaluation and notify the Office of Human Resources so that it can cancel the evaluation.  To preclude this error, supervisors are strongly encouraged to review the competencies prior to initiating the evaluation.  You can initiate the direct report’s evaluation again after you edit the competencies and await notification that the competencies have been approved.

Close out of the evaluation and notify the Office of Human Resources so that it can cancel the evaluation.  To preclude this error, supervisors are strongly encouraged to review the competencies prior to initiating the evaluation.  You can initiate the direct report’s evaluation again after you edit the competencies and await notification that the competencies have been approved.

This means that the goal was previously evaluated in another evaluation year.

No, but providing comments is strongly encouraged so that the direct report can understand how much the supervisor appreciates the work of the direct report.

Supervisors are not required to print the evaluation for the direct report in advance of the meeting, but it is helpful for the direct report to have it in advance of the evaluation meeting to review.