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