Completing the Performance
- 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
- 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).
Individual goals related to Department/Division goals (3 to 5)
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
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:
of the Goal:
improve public speaking skills.
a class, take on a new assignment that requires public speaking,
present a paper, read a book and present information to others,
necessary for completion:
time, monetary resources, support from specific people, networking
C. College Community Service Activity (minimum of 1)
This section address one of
the evaluation criteria in the
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."
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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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.
performance program to the appropriate individuals for signatures. After
the Vice President/Provost/CIO has signed it, the performance program is forwarded to
Human Resource Management. The performance program 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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