Why am I seeing the PEP document for 2025-2026, the fiscal year isn’t over yet?
To encourage conversations between supervisors and their team members, PEP documents will be available in PantherSoft HR in early March, 2026. This will allow supervisors to revisit goals, document accomplishments, and account for shifting priorities.
When is the PEP actually due?
The PEP deadline is September 30th, 2026.
Do I need to submit or do anything in PantherSoft?
Supervisors should log into the PEP documents and review/revise goals as needed.
Please note: PEP documents for the 2025-2026 cycle do not need to be completed until the September 30th, 2026 deadline.
How do I update the goals?
Goals may be updated by editing the comments in the text box located below the title of each goal.
Can employees edit their own goals?
Only supervisors have access to edit comments, add, or remove goals in the Manager Evaluation. Any edits that employees make on the Self-Evaluation in the Goals Section, will not be reflected in Manager Evaluation. However, employees are encouraged to review/revise their goals and document their progress on their self-evaluation in preparation for the mid-year checkpoint discussion with their supervisor.
What if the goals have not changed since they were set?
Supervisors should review goal progress and discuss them with their team members. For example: If the employee has only attended 5 professional development hours in the last six months, discuss how they will achieve the remaining 15 by the end of the fiscal year.
Should I delete the goals that are no longer relevant?
It is recommended that managers DO NOT delete the goals, but just state in the comments that “the goal has been removed/or delayed to the following year due to shifting priorities”. This helps make sure that past goals are documented, even if they are currently no longer relevant.
Can I add new goals?
Yes. New goals may be added to Section 1 – Past Year’s Goals and Achievements, by clicking on the plus sign at the bottom of the section.
Do I need to have a conversation with my employee if there are any adjustments to the goals?
Yes. Having a conversation is vital as employees should be aware of any changes made to the goals they are accountable for and have an opportunity to provide feedback before they are set.
Why am I seeing a pre-populated goal about professional development?
As part of FIU’s commitment to embedding career growth into the performance process, all PEP documents now include a pre-populated professional development goal.
For employees who do not supervise others, the goal is titled:
“Enhance Professional Skills Aligned to Role and Career Goals.”
For employees who supervise one or more direct reports, the goal is titled:
“Support Career Growth of Direct Reports.”
This goal ensures that career development is intentionally discussed, planned, and documented during the PEP cycle. Supervisors and employees should work together to define what this goal looks like in practice, based on role responsibilities, professional interests, and university priorities.
The goal may be refined in the comments section to reflect specific development activities, learning plans, or growth conversations for the fiscal year.
Should I enter comments in the Competencies section?
Entering comments in Section 2 – Competencies will save you time at the end of the fiscal year when the PEPs are due. It will also help you recall events that occurred in the first six months of the fiscal year.
Where can I find more resources about the PEP?
Shortcuts for the Manager PEP Toolkit and Employee PEP Toolkits are located on the main HR website (hr.fiu.edu). The toolkits contain step-by-step instructions, templates, and links to PEP trainings on Develop.