糖心Vlog

Building a Better U (BBU) offers a wide range of professional development resources, from training courses and certification prep to video tutorials, job aids, and customized content. At the heart of BBU is Percipio, an intuitive learning platform designed to make professional growth easier and more accessible. Percipio, which means 鈥渢o learn鈥� in Latin, gives you the flexibility to learn your way, whether that鈥檚 by watching, reading, listening, or applying new skills through hands-on practice tools.

Building a Better U includes courses covering professional development topics relevant to everyone on campus. It is a valuable tool for all staff to support ongoing learning and meet the expectations of the Professional Development Policy.

How to Access BBU

• Access the Online Web Portal
  1. Log into .
  2. Click the found under the Training tile located in the bottom right corner of the page (you can also search for this link by using the search bar at the top of the page)
     • If you have trouble accessing Building a Better U from this link, please submit an .
  3. To conduct a quick search for a topic, you can use the search bar at the top of the page. This will return all pertinent results in course, book, and other resource formats.
     • For a detailed description of instructions review the .
• Access the Mobile App
  1. Download the app from the app store by searching for Skillsoft Percipio.
  2. When prompted for a site name, enter buildingabetteru.
  3. Use your MyGeorgiaSouthern login information.

A supervisor has several roles to play, but providing information and support to facilitate the employee鈥檚 development is what is most important. There are a few basic roles for a supervisor in developing employees. They include:

• Coaching employees to help them determine what they need for development
• Providing both positive and corrective feedback
• Offering organizational insight, information, and advice
• Guiding the planning through goal setting and checking back over time
• Ensuring opportunities for applications of new learning

It is very helpful for an employee to get an honest assessment of their work, as well as access to others who may be able to provide information or coach the employee.

The successful supervisor will also respect every employee鈥檚 learning curve. It takes time for anyone to learn new skills and be able to apply them well; this does not happen overnight. Building this development time into the application of a new skill set will make the employee more successful.

Employee Development Initiative

A supervisor has several roles to play, but providing information and support to facilitate the employee鈥檚 development is what is most important. There are a few basic roles for a supervisor in developing employees. They include:

• Coaching employees to help them determine what they need for development
• Providing both positive and corrective feedback
• Offering organizational insight, information, and advice
• Guiding the planning through goal setting and checking back over time
• Ensuring opportunities for applications of new learning

It is very helpful for an employee to get an honest assessment of their work, as well as access to others who may be able to provide information or coach the employee.

The successful supervisor will also respect every employee鈥檚 learning curve. It takes time for anyone to learn new skills and be able to apply them well; this does not happen overnight. Building this development time into the application of a new skill set will make the employee more successful.

Setting Performance Goals

Research indicates that setting challenging, attainable program goals that are accepted by management and employees leads to high performance.

Setting Performance Goals will ensure that the performance of each employee contributes to your objectives and the plan of the organization. Goals help employees establish clear courses of action and remove any uncertainties about the job. The accomplishment of goals provides a sense of achievement.

The provisional period allows employees and managers to align performance expectations with actual performance. Prior to the conclusion of the 180 day provisional period, managers should complete the provisional evaluation for employees and submit it to Human Resources.

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Submit the provisional period evaluation form to HREmployeeRelations@georgiasouthern.edu.

While performance management is an ongoing process, all full-time Georgia Southern staff will be evaluated annually on their work performance. Performance evaluations should be used for supervisors and employees to further communicate about performance, as well as set goals, expectations and development opportunities for the coming year. The period evaluated each year is January 1 鈥� December 31. All staff employees who completed their provisional period by December 31 should have an annual evaluation completed.

Performance Management Cycle

Performance management at 糖心Vlog is a continuous process that includes setting expectations, monitoring progress, providing feedback, and evaluating results. This cycle encourages ongoing dialogue between employees and supervisors to support success and development.

1. Planning – In this initial stage, clear goals are established and individual success metrics are defined. This ensures that employees understand what is expected and how their performance will be measured.
2. Monitoring – Progress toward goals is actively tracked, and regular feedback is provided. This helps identify areas of strength and opportunities for improvement throughout the performance period.
3. Developing – When performance issues arise or there is potential for growth, this stage focuses on addressing concerns and further developing the employee鈥檚 skills and capabilities.
4. Rating – Performance is formally evaluated and rated. This assessment reflects how well the employee has met their goals and contributes to decisions about professional development and recognition.

Ongoing Dialogue & Feedback – Throughout all stages of the cycle, consistent communication and feedback are essential. This ongoing dialogue helps ensure that expectations remain clear and that employees feel supported in achieving their goals.

Preparing for the Evaluation

To prepare for the evaluation process, managers should share a copy of the previous year鈥檚 evaluation with the employee. The manager will be required to enter the goals set on the previous year鈥檚 evaluation into the electronic performance evaluation. Additionally, the manager should log into OneUSG Manager Self Service to confirm that you can see the employees you will be evaluating (by clicking on the MyTeam Tile). If not, please submit a MyHelp ticket to Human Resources.

Staff will be evaluated on the following:

• Goal achievement from previous evaluation
• Performance Factors
• Job duties/responsibilities
• Support of institutional values

Spring 2025 Evaluation Timeline

In Spring 2025, all staff employees will be evaluated for the time period beginning January 1, 2024 鈥� December 31, 2024. All staff employees who completed their 180 day provisional period by December 31, 2024 should have an annual evaluation completed.

• 01/06/2025
  Evaluations available for managers to start the process.
• 1/13/2025
  Managers should initiate the process (define criteria) by this date so employees can begin self evaluations and communicate self-evaluation deadlines.
• 1/13/2025 – 02/28/2025
  Managers conduct evaluation meetings with employees.
• 02/28/2025
  Last day for managers to submit evaluations to Human Resources.

ePerformance Process

Evaluations will be completed through OneUSG Connects ePerformance module. The image below outlines the workflow of the evaluation process. Click here to view a full size version of the ePerformance process.

Performance Process Step by Step

1. Performance Documents Created
   HR creates and launches performance documents in the system.
   • Responsible Party: Human Resources
2. Enter Goals and Review Job Duties (Define Criteria)
   Manager defines evaluation criteria, enters goals, and reviews job duties.
   • Responsible Party: Manager
   • System Notification: Email notification sent to employee.
3. Review Criteria and Complete Self-Evaluation
   Employee reviews criteria and completes the self-evaluation.
   • Responsible Party: Employee
   • System Notification: Email notification sent to manager.
4. Review Self-Evaluation and Complete Evaluation
   Manager reviews the employee’s self-evaluation and completes their evaluation.
   • Responsible Party: Manager
   • System Notification: Email notification sent to next-level supervisor (if applicable).
5. Review/Approve Evaluation
   Supervisor reviews and approves the manager鈥檚 evaluation.
   • Responsible Party: Next-Level/2nd-Level Supervisor (if required)
   • System Notification: Email notification sent to manager.
6. Share Evaluation with Employee / Meet with Employee
   Manager shares the completed evaluation with the employee and meets to discuss results.
   • Responsible Party: Manager
7. Submit for Acknowledgement and Final Comments
   Manager submits evaluation for employee review and comments.
   • Responsible Party: Manager
   • System Notification: Email notification sent to employee.
8. Acknowledge Evaluation
   Employee acknowledges the evaluation and submits any final comments.
   • Responsible Party: Employee
   • System Notification: Email notification sent to HR.
9. Finalize Evaluation
   HR finalizes the evaluation in the system.
   • Responsible Party: Human Resources
   • System Notification: Final confirmation email sent.

Video Walkthrough of the ePerformance Process in OneUSG Connect

ePerformance Evaluation Job Aids

Annual Performance Evaluation FAQs

• My employee is still in their provisional period. Should I complete an annual evaluation?
  • Employees who have not completed their provisional period by the end of the evaluation year are not required to have the annual evaluation completed.
• What is the evaluation cycle?
  • Employees should be evaluated on work performed from January 1 鈥� December 31.
• Can I view last year鈥檚 evaluation?
  • If you did not maintain a copy of the previous evaluation, you may request a copy by .
• Will I have to hold a performance evaluation meeting?
  • Yes! Employees should complete the self-evaluation and submit it to their manager. The manager completes the evaluation form utilizing information provided on the self-evaluation.  Both the employee and the manager will get together for a face-to-face performance evaluation meeting. It is up to the manager to communicate with the employee regarding setting up this meeting. After this meeting, the employee will be given an opportunity to provide additional comments and sign the form digitally.
• What day are the performance evaluations due?
  • Completed evaluations (self evaluations and manager evaluations) are due to HR by February 28, 2025.
• What if I am an employee that does not agree with the performance evaluation?
  • If an employee does not agree with their performance evaluation, they are unable to change it. An employee can provide additional comments, which will be kept with the evaluation in the employee file.
• How can an employee access a list of the training they鈥檝e completed this year?
  • For training completed and/or recorded in Building a Better U, employees can log into the system, click on Profile in the upper right corner and then click on Learning Transcript.  For more information on .
• I have an employee who is out on leave during the period evaluations are completed. What do I do?
  • Supervisors and employees should complete the evaluation process within 2 weeks of the employee returning to work.
• How do I submit position description edits to Human Resources?
  • Please see the instructions on updating a job description on the  under the 鈥淛ob Description Update via Salary.com鈥� dropdown.
• Do I have to comment on each section of my employee鈥檚 evaluation?
  • Managers should comment on any section in which the rating is above expectations or below expectations. There should be specific information to support the higher and lower rankings.
• How do I get a copy of a position description?
  • If you do not have a copy of the position description with the edits submitted last year, please submit a  and one will be provided to you.
• My employee worked in another department and recently moved under my supervision. Should I complete the evaluation or should the previous supervisor?
  • The evaluation should be completed by the person who supervised the employee during the evaluation period (January 1 鈥� December 31). If this time was split between supervisors, it is helpful to the employee to have feedback for the full evaluation period, so it is advised that the current supervisor solicit input from the previous supervisor to be included in the evaluation.