Completing the End-of-Year Evaluation:
Check the appropriate box:
Employee Name, Review Cycle, Budget Title, Local Title, Salary Level, Date
in Title, Department, Supervisor Name and Title, Secondary Source, Relationship
Note: Review Cycle should be, at
maximum, one year.
The UUP contract and the Policies of
the Board of Trustees notes employee’s shall
have their performance evaluated once each
year during their term appointment
(Policies p. 26 and UUP contract p. 76).
Rate and Comment on each Goal
Transfer the goals from the original performance program (or updated performance
program from mid-year discussion) into each section: individual goals, professional
development goals, college community service activities. Check the appropriate
rating box – completed, satisfactory progress, etc. and add comments to
provide specific feedback.
Job Description Evaluation
Evaluate elements of the employee’s job that are not reflected in the goal
section using the job description as a guide.
IV. Overall Rating and
Optional Satisfactory Rating
Overall Rating: Check
either Satisfactory or Unsatisfactory to reflect the employee’s overall
performance. Consult your supervisor and Human Resource Management prior
to assigning an unsatisfactory rating to discuss the implications of this
Optional Satisfactory Rating:
You may check one of the boxes in this section. While
not required by the Agreement between UUP and State of New York, this
is an opportunity to provide additional feedback to the employee. There
are four options: Outstanding, Highly Effective, Effective, and
Some Improvement Needed. Descriptions are on the form.
from Immediate Supervisor
If the employee is a term or temporary employee, check the box to indicate
the appropriate recommendation: renewal, non-renewal, or permanent appointment.
If the employee is a management confidential or permanent employee, check
the box to indicate that this is an annual evaluation.
Employee Change Form if you have checked renewal, non-renewal or permanent
employee. This is the form that will be used to process the appropriate
letter to the employee and to update personnel records.
Attach a new Performance
Program. The dates of the new performance program should be
for one year and begin at the end of the previous one.
the end-of-year evaluation, new performance program, and
Current Employee Change Form (if needed) to the appropriate individuals
for signatures. After the Vice President/Provost/CIO has signed it, the evaluation
is forwarded to Human Resource Management. The evaluation is returned to
the office of the Vice President/Provost/CIO where the original is filed and copies
are made for the supervisor and employee.
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