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- Six Months
Six Months
- Strategic Talent Group
- Current UF Employees
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- New Hire and COVID-19 Screening
- Advertising the Job
- Managing Applications
- Selecting Candidates
- Preparing an Offer
- Creating a UF Appointment
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- Current Employees Status Changes
- Equal Opportunity and Affirmative Action
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- Frequently Asked Questions
- Classification
- Compensation
Help to establish excellent relationships between you, your new hire and the people he or she works with across UF. Have a performance conversation BEFORE the six-month probationary period ends.
EXPECTATIONS AND FEEDBACK
1. Continue weekly meetings to discuss performance expectations and provide feedback
2. Engage in a focused performance management conversation and focus on their achievements
- What’s going well in your job?
- How were the trainings?
- What challenges are you facing?
- How can I help you succeed?
BUILD RELATIONSHIPS
1. Connect new hire to ways to gain a broader perspective of UF
CRITICAL ACTIONS
1. Evaluate the new employee prior to the end of his or her six-month probationary period
Resources
The “What’s Next” resource includes a plethora of topics and questions to assist with your regular and ongoing performance conversations.