Professionals Performance Programs

Professionals Performance Program Survey(Click Here)

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I I. Performance Programs

The annual performance program is a written document that identifies

those aspects of your duties and responsibilities assigned for a one-year

duration. It is not a job description. The performance program is a

result of discussions between you and your immediate supervisor.

Your first written performance program is provided to you within 45

days of your initial date of employment. A new performance program is

provided yearly, or whenever your duties and responsibilities change,

after promotions or as conditions warrant.

Your performance program is the official record of your assigned

professional obligation and is placed in your official personnel file.

You must also receive a copy. Your annual evaluations are based on the

duties and responsibilities assigned in your performance program.

Here are some things you should keep in mind as your performance

program is being developed:

• Take advantage of the consultations with your immediate

supervisor prior to the final preparation of your performance

program. Ask questions and request clarification on anything

in your program that is unclear.

Ask that continuing professional development and training be included,

if needed.

• Make sure you have a clear understanding of supervisory and

functional relationships.

• Make sure you understand the criteria for evaluating the

achievement of each aspect of your written assignment.

• Make sure you understand the tasks, if any, you will be required

to perform over the next 12 months. Make sure the

timelines for achieving your objectives are reasonable.

• If secondary sources are identified as individuals who will

evaluate your performance, make sure you know who they

are, what part of your program on which they will be

consulted, and why secondary sources are included.

• Take advantage of an informal, ongoing evaluation process

with your immediate supervisor. If you are having difficulty

with aspects of your program, discuss it with your immediate

supervisor at the earliest opportunity.

• If additional duties are added to your performance program,

ask for others to be removed, or ask for a salary increase.

Here are some things to avoid when developing your performance program:

• Statements of duties that are not described, such as “any

duties as assigned.” You cannot be evaluated on something

you are not specifically told in writing.

• General or passive descriptions of your duties, such as “responsible

for all activities in residence hall, lab, department,” etc.

• Duties and responsibilities that you have no authority or

resources to carry out.

• Duties and responsibilities that are controlled by someone else.

The next step to establish your performance program is for your immediate

supervisor to put everything discussed in writing and to provide

you with a copy. Make sure the document is accurate and reflects what

you have discussed with your supervisor. Your supervisor has the final

authority to determine the elements of the performance program.

You and your supervisor will sign the performance program. Your signature

only acknowledges that you received it. You should attach a written

statement to the performance program within 10 working days of receipt

if you object to any part of it, or need to clarify your understanding of it.

A copy of the performance program (and your written statement if

submitted) is placed in your official personnel file. You should keep a

copy for your own file.

You will receive a new performance program each year, even if there

are no changes to it, or as conditions warrant.

It is not uncommon for changes to be made to your performance

program during the year. When changes occur, a new performance

program may be written and the new items included. If the changes

are not reflected in the performance program, you can be directed to

perform them, but you cannot be evaluated on them. You may be

eligible for a promotion, salary increase, extra service compensation

or compensatory time.

If your immediate supervisor changes, your new immediate supervisor

must be identified to you in writing within 30 days. It is important to

review your duties and responsibilities with your new immediate

supervisor to ensure you know your new immediate supervisor’s

expectations and vice versa.

Keep in mind that your performance program is intended to reflect

100 percent of the job you were hired to do for a one-year period.

It is also important to understand that management is not responsible

to compensate you for any extra duties you assign to yourself. When

you need to work beyond your professional obligation, speak to your

immediate supervisor first to get the approval to do so—and the compensation

(whether compensatory time or overtime) that is appropriate

because it is assigned.

If you have not received your performance program, you should speak

to your immediate supervisor so one can be developed. If you still do

not receive one, then you can speak to your UUP chapter leaders for

help. It is the policy of SUNY that employees are evaluated. You cannot

be evaluated without a written performance program. And, in fact, not

having a performance program in place by the deadline is grievable

under Article 7 of our contract.

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