UUP Professional’s - Performance Programs & Evaluations.

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UUP Professional’s - Performance Programs & Evaluations

Transcript of UUP Professional’s - Performance Programs & Evaluations.

Page 1: UUP Professional’s - Performance Programs & Evaluations.

UUP Professional’sUUP Professional’s- Performance Programs &

Evaluations- Performance Programs &

Evaluations

Page 2: UUP Professional’s - Performance Programs & Evaluations.

Our Challenge – background

Our Challenge – background

Oracle implementation – Spring 2000

Departments were given the challenge of managing and tracking employee dates – using Oracle “views” (queries)

Approximately 50 “HR Masters” located in the schools and divisions

600 UUP professional employees

Oracle implementation – Spring 2000

Departments were given the challenge of managing and tracking employee dates – using Oracle “views” (queries)

Approximately 50 “HR Masters” located in the schools and divisions

600 UUP professional employees

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Our Challenge – background

Our Challenge – background

Limited department “ownership” of the information

Departments often used dates which were not appropriate

Decrease in percentage of “compliance” with performance programs & evaluations

Limited department “ownership” of the information

Departments often used dates which were not appropriate

Decrease in percentage of “compliance” with performance programs & evaluations

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Our Solution. . .Our Solution. . .

Responsibility for tracking returns to HR

600 files reviewed for current statusHR met individually with schools and

divisions to share results and plansTraining program developed for

departmentsSubject matter and hands-on

computer training in same class

Responsibility for tracking returns to HR

600 files reviewed for current statusHR met individually with schools and

divisions to share results and plansTraining program developed for

departmentsSubject matter and hands-on

computer training in same class

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Content Training OfferedContent Training Offered

Steps to permanent appointment

Permanent appointment timeline

Performance program and evaluations in-line with appointments

Cycles outlined for supervisors

Steps to permanent appointment

Permanent appointment timeline

Performance program and evaluations in-line with appointments

Cycles outlined for supervisors

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A Quiz?A Quiz?

Training participants are given a quiz before the session begins

Examples of questions: Can you name 3 things which can stop the

permanency clock for a UUP professional? Titles listed in appendix ___, ___ and ___ of

the Policies of the Board of Trustees cannot gain permanency.

A supervisor of a new UUP professional employee should draft a performance program with the employee within ____ number of days, then finalize within ____ number of days.

Training participants are given a quiz before the session begins

Examples of questions: Can you name 3 things which can stop the

permanency clock for a UUP professional? Titles listed in appendix ___, ___ and ___ of

the Policies of the Board of Trustees cannot gain permanency.

A supervisor of a new UUP professional employee should draft a performance program with the employee within ____ number of days, then finalize within ____ number of days.

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Steps to Perm AppointmentSteps to Perm Appointment

An Overview

Basis – Policies of the Board of Trustees and the UUP Agreement

http://www.suny.edu/Board_of_Trustees/index.cfm http://www.uupinfo.org/contract.html

7 years of Full-Time Consecutive UUP professional service – including Temporary

Last 2 years must be in the same budget title

Part-Time Service does not count to towards permanency

Interruptions of permanency clock: Leaves at Partial or No Pay

Appendix A, B or C titles cannot gain permanency

An Overview

Basis – Policies of the Board of Trustees and the UUP Agreement

http://www.suny.edu/Board_of_Trustees/index.cfm http://www.uupinfo.org/contract.html

7 years of Full-Time Consecutive UUP professional service – including Temporary

Last 2 years must be in the same budget title

Part-Time Service does not count to towards permanency

Interruptions of permanency clock: Leaves at Partial or No Pay

Appendix A, B or C titles cannot gain permanency

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Permanent Appointment Process Timeline

Permanent Appointment Process Timeline

Approximately 14 months prior to projected permanency date(due to the one-year required notice date)

Department conducts a thorough employee evaluation, including secondary sources

http://administration.binghamton.edu/procedures/600series/615.htm

Recommends permanency based on the positive evaluation

Supporting documentation, including the evaluation, is forwarded from the department head, Vice President or Dean to the President, via Human Resources.

Department processes a “Data Change” smart form transaction, with the future effective date, changing the employee’s assignment status from “Term” to “Permanent”.

Human Resources forwards the information to the Provost and/or President.

Once approved, Human Resources processes the necessary additional paperwork and system transactions, then forwards to the Chancellor in Albany.

The Chancellor’s office processes the request and sends the letter of permanency to the employee.

Approximately 14 months prior to projected permanency date(due to the one-year required notice date)

Department conducts a thorough employee evaluation, including secondary sources

http://administration.binghamton.edu/procedures/600series/615.htm

Recommends permanency based on the positive evaluation

Supporting documentation, including the evaluation, is forwarded from the department head, Vice President or Dean to the President, via Human Resources.

Department processes a “Data Change” smart form transaction, with the future effective date, changing the employee’s assignment status from “Term” to “Permanent”.

Human Resources forwards the information to the Provost and/or President.

Once approved, Human Resources processes the necessary additional paperwork and system transactions, then forwards to the Chancellor in Albany.

The Chancellor’s office processes the request and sends the letter of permanency to the employee.

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UUP ProfessionalsPerformance Program & Evaluation

CyclesExamples

Employee Group

Assignment Status – Type of Appointment

Evaluative Cycle Example

New HiresFull-Time Professionals1-year initial Term

Term

Performance programs will be at 5 and 10 month intervals the first year of a 1-year Term appointment. HR e-mails the correct dates to the supervisor shortly after the start date.

A new hire on 5/17/05.The first performance program is completed for 5/17/05 – 10/17/05, the first 5 months, (Evaluation due on 10/17/05)Second performance program is completed for 10/17/05 – 3/17/06 (Evaluation due on 3/17/06)

Full-Time ProfessionalsWho are NOT YETPermanent

TermGenerally runs 2 months prior to the employee’s future permanency day/month.

If the projected permanency date is 5/17/2xxx, the evaluative cycle will be 3/17 through 3/17, after their first year.

“Permanent” Professionals

Permanent5/15 through 5/15 each year, until the employee leaves their permanent UUP professional position.

An evaluation is completed for 5/15/04 – 5/15/05 (and) a new performance program is completed for the next cycle, 5/15/05 – 5/15/06.

Part-Time TermProfessionals

Term

Generally runs 4 months prior to the employee’s appointment date. For new part-time term professionals the initial performance program will be for a period of 8 months.

A new hire with a part-time term appointment starting 5/17/05, the initial cycle will be 5/17/05 – 1/17/06 (8 months).After the first year, the cycle will be 1/17 through 1/17.

Hourly TermProfessionals

Term See Part-Time Term Professionals above See Part-Time Term Professionals above

Full-Time OR Part-TimeTemporary Professionals

TemporaryPerformance program and evaluation cycle is identical to their appointment dates.

A temporary professional is hired on 5/17/05 with a 6-month appointment, the cycle will be 5/17/05 – 11/17/05.

College YearTerm Professionals,

TermGenerally runs 8/15 through 6/15 each year.

An evaluation is completed for 8/15/04 – 6/15/05 and a new performance program is completed for the next cycle, 8/15/05 – 6/15/06.

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UUP ProfessionalsSample Evaluative Cycle for a New Full-Time Term Appointee

with initial one-year appointment

Human Resources sends this information to the supervisor, via e-mail, shortly after the employee’s start date

Name John Doe  

Start Date 5/17/2005 Projected Perm Date 5/17/2012

Timeframe Process Date Range Due Date

30 Days Draft performance program with employee 5/17/2005 - 10/17/2005 6/16/2005

45 Days Finalize performance program and send to HR       7/1/2005

 

Year 1 Evaluate at 5 months 5/17/2005 - 10/17/2005 10/17/2005

  Evaluate at 10 months 10/17/2005 - 3/17/2006 3/17/2006

Year 2 Evaluate at one year 3/17/2006 - 3/17/2007 3/17/2007

Year 3 Evaluate at one year 3/17/2007 - 3/17/2008 3/17/2008

Year 4 Evaluate at one year 3/17/2008 - 3/17/2009 3/17/2009

Year 5 Evaluate at one year 3/17/2009 - 3/17/2010 3/17/2010

Year 6 Evaluate at one year 3/17/2010 - 3/17/2011 3/17/2011

  Permanency procedures begin        

Year 7 Evaluate at one year 3/17/2011 - 3/17/2012 3/17/2012

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Training for QueriesTraining for Queries

Hands-on computer instruction immediately following content

Participants learn how to use Oracle “Performance View”

Simple queries to locate evaluation and performance program due dates for their staff

Hands-on computer instruction immediately following content

Participants learn how to use Oracle “Performance View”

Simple queries to locate evaluation and performance program due dates for their staff

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Due date for Performance Program

Date range for the Evaluation (and) Due Date for Evaluation. For example: the evaluation dates for this employee will be 10/12/04 through 10/12/05. The evaluation is sent to Human Resources on 10/12/05.

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ResultsResults

Departments gaining better understanding of the process

Compliance rates moving up

Departments gaining better understanding of the process

Compliance rates moving up

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Questions ?