- Compensation
- Classification
- Frequently Asked Questions
- Immigration Compliance Services
- Offer of Employment Letters
- Academic Credential Evaluation
- Travel Information
- Forms & Resources
- Other Visa & Immigration Related Information
- Initiate Your Case
- Employment Based Permanent Residency
- E-3 Visa – Australian Specialty Occupation
- O-1 Visa – Individuals with Extraordinary Ability
- TN Visa – Canadian & Mexican Professional Workers
- H-1B Visa – Temporary Worker
- Considerations When Hiring an International Employee
- Equal Opportunity and Affirmative Action
- Hiring Center
- Current Employees Status Changes
- Onboarding Resources
- Creating a UF Appointment
- Preparing an Offer
- Selecting Candidates
- Managing Applications
- Advertising the Job
- Current UF Employees
- E-3 Specialty Occupation Worker
- O-1 Visa
- Strategic Talent Group
- Researcher and Research Support Screening
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.