I.  Identifying Information

• Employee Name, Budget Title, Local Title, Salary Level, Department, Supervisor Name and Title
• Review Cycle
• Date in Title – The date the employee began in this budget title, not the date the employee first began working at Buffalo State, or in the local title.
• Secondary Source (As appropriate - not everyone will have a secondary source.)   A secondary source has a significant working relationship with the employee and can provide the supervisor with meaningful feedback regarding the employee’s performance.  For example, a team member on a major project, someone who works closely with the employee as a result of cross-departmental functions, or a person who supervises a portion of the employee’s work.
• Relationship – Indicates how the secondary source is related to the employee, for example a peer, secondary supervisor, etc.
• Date of Mid-Year Discussion (optional) – A tentative date may be scheduled for the mid-year discussion to review progress on the performance program goals and activities.

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II.  Goals -The supervisor drafts and finalizes goals. The employee may also draft goals (optional).

A.  Individual goals related to Department/Division goals (3 to 5)

Space is provided for 5 goals (the maximum recommended number), one per section, on the form.  This section is designed to clarify how the goals of the individual employee contribute to the goals of the department, the division, and ultimately to the college.  In any job there is a number of worthwhile activities in which to be engaged; therefore, it is important for the supervisor and employee to set priorities for the year and decide which activities are likely to make the most significant contribution to the institutional priorities.  This section is not intended to be a listing of all of the activities or responsibilities of the individual.  Rather it is to be focused, indicating the top 3-5 priorities for the year.

Enter the department or division goal to which the goal relates.  If there is not a specific relationship, indicate the connection to the employee’s job description or college strategic initiative in the space for department/division goal. To add an additional goal,  delete empty rows, or spell check, click the Review tab, then Protect Document, select Restrict Formatting and Editing, and click the Stop Formatting button.

B.  Professional Development goals (minimum of 1)   Examples | Success Factors

This section addresses one of the evaluation criteria listed in the Agreement between SUNY and United University Professions, "Continuing Growth."  Examples of continuing growth include such things as continuing education, participation in professional organizations, enrollment in training programs, research, improved job performance, and increased duties and responsibilities.

The supervisor and employee negotiate the employee's level of involvement in professional development.  Each employee should have at least one (1) activity listed in his/her performance program.  Professional development may be geared toward improving an area "in need of improvement" from a previous evaluation or related to an employee's new responsibilities or future career goals.  

Complete all three parts.  Example: 

C. College Community Service Activity (minimum of 1) Examples

This section address one of the evaluation criteria in the Agreement between SUNY and United University Professions, "Effectiveness in University Service."  Examples of community service include "such things as successful committee work, participation in local campus and university governance, involvement in campus-related or university related student or community activities."  

Each employee should have at least one (1) college community service activity listed in his/her performance program.  Obviously some activities require a long-term commitment, some are one-time events, some involve a few hours, and some require several hours.  The supervisor and employee will negotiate the employee's level of involvement in college community service activities, taking into consideration the workload demands of the employee's job.

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III.  Job Description 

Indicate status of the job description by checking the appropriate box AND review the Checklist for Supervisor checkboxes at the end of the document to be sure you completed all of the necessary steps.

IV.  Acknowledgment/Signatures 

Route the performance program to the appropriate individuals for signatures.  After the Vice President has signed it, the performance program is forwarded to Human Resource Management.  The performance program is returned to the office of the Vice President where the original is filed and copies are made for the supervisor and employee. 

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