Human Resource Management

Managing employee performance with job descriptions, performance programs and evaluations is an ongoing process of communication between a supervisor and an employee and provides an opportunity to address issues in a timely fashion and to more effectively foster employee development. By clarifying job expectations, responsibilities, and providing specific feedback, you enhance your staff's ability to be successful in their work and meet expected outcomes and goals.

If there are concerns about an employee's performance or behavior, please contact Human Resource Management for guidance before undertaking any action. The Governor's Office of Employee Relations provides a helpful reference, Supervisor's Guide to Counseling, but we advise you to please contact Human Resource Management before undertaking any action.

Message from the President on Performance Evaluations

Unclassified Employees (UUP and Management Confidential)

The Memorandum of Understanding (MOU) between UUP and the State of New York and the SUNY Policies of the Board of Trustees states that professional employees shall be evaluated by their immediate supervisor formally, in writing, once each year during the term of appointment and as changing conditions warrant.  The evaluation shall be based on a performance program determined by the immediate supervisor after consultation with the employee, a copy of which shall be given to the employee.  The evaluation period cannot start prior to the date upon which the employee receives a copy of the written performance program.  The employee's signature on the evaluation signifies only that the employee has received and discussed it with the immediate supervisor and does not represent agreement or disagreement with the evaluation.

If the employee is serving a term appointment, the immediate supervisor shall provide the professional employee with a dated copy of the final evaluation report as soon after the completion of the evaluation process as practicable, but not less than forty-five (45) calendar days prior to the notification date for non-renewal of a term appointment.

Permanent and Management Confidential employees are evaluated on a one-year cycle from July 1 - June 30 of each year.

Note, According to a memo of understanding on evaluation in the UUP Contract (Appendix A-28), performance programs cannot be retroactive.  The beginning date cannot be prior to the date the performance program is finalized. Employees should receive a new performance program each year, even if there are no changes to it, or as conditions warrant.  Performance programs may be modified on an as needed basis as long as the workload remains consistent.

The purposes of evaluation include:

• provide a basis for career growth and/or performance improvement;
• serve as a guide to reevaluate job functions;
• provide the President with consultation in making a decision to renew or non-renew a professional employee's appointment, promotions, and discretionary salary increases.

Forms and resources:

• Performance Evaluation and Professional Development System (PEPDS)
• Success Factors
• Performance Management Essentials video | .PDF slides
• Supervising Professional Staff

Classified Employees

• CSEA Performance Evaluation Form | Steps in Performance Evaluation for CSEA (GOER)
• PEF Evaluation Form
• Performance Evaluation:  A Dynamic Tool for Supervisors (GOER)

University Police Annual Performance Appraisals:

• Instructions / Guidelines for Police Officer, Investigator, or Lieutenant 
• Police Officer
• Police Investigator
• Police Lieutenant
• Security Services Unit Performance Evaluation (NYSCOPBA)

Once a classified employee has passed probation, permanent employees are evaluated on a one-year cycle from April 1 - March 31 of each year. 

Classified employee position classification standards, outlining basic duties and illustrative tasks, are available from the New York State Department of Civil Service.