AN AGENDA FOR EXCELENCE WHAT IT TAKES TO BE A UUP PROFESSIONAL WHAT IT TAKES TO GET PERMANENT APPOIN

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AN AGENDA FOR EXCELENCEWHAT IT TAKES TO BE A
UUP PROFESSIONALWHAT IT TAKES TO GET PERMANENT
APPOINTMENT

• UUP Winter Delegate Assembly
• January 30, 2009

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PRESENTATION GOALS

• To help our members understand
• Performance Programs,
• Evaluations,
• Promotions,
• Grievance procedures,
• and more

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PERFORMANCE PROGRAMS

• Definition A document that sets forth the
  duties, responsibilities and objectives assigned
  to the employee.

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NOT MY JOB!!!
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Performance Programs

• Purpose
• Provides the employee with a road map of what
  he/she is expected to do during the course of a
  year.
• Sets the criteria
• upon which to
• evaluate the employee.
• Serves as a guide to
• re-evaluate job functions.

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Policies of the SUNY Board of Trustees requires
that

• An employee must receive a written performance
  program
• The performance program is determined by the
  immediate supervisor after consultation with the
  employee.
• The UUP contract states that all NEW employees
  must receive consultation within 30 days of hire
  and a formal performance program within 15 days
  of consultation.

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Performance Programs

• Things YOU should do each year in preparation for
  your supervisor who will prepare your performance
  program.

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Do you have what it takes to accomplish your task?
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Can you do it?
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Or is it completely ridiculous?
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Performance Programs (Objectives)

• Develop work plan for the year.
• In-depth understanding of position.
• Set stage for performance evaluation.
• Utilize for future compensation analysis.

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The Performance Program should include

• Supervisory relationships, such as who you report
  to, should be included in the performance program
• Functional relationships
• Short and long term objectives and goals
• Criteria for evaluating achievements of objectives

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Criteria for an effective Performance Program

• Clear and concise language
• Quantifiable / Measurable (language that sets
  clear expectations)
• Defined duties, responsibilities, reporting, and
  relationships.
• Aligned with goals and mission of the employee,
  department and University.

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Remember!

• Your performance program covers a 12-month period
  but may be amended at any time. Outdated
  Performance Programs are ineffective.
• If you do not agree with your Performance
  Program, you have the right to attach a statement
  to the performance program within 10 working days
  from receipt.
• If you are asked to take on a significant
  responsibility, you need to make a request to
  your supervisor for a new or amended performance
  program.

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Donts

• Dont accept statements of unspecified duties.
• Dont accept objectives which you do not
  understand.
• Dont accept objectives you have no authority to
  carry out.
• Dont accept objectives that are controlled by
  someone else as your sole responsibility.

And any other duties as assigned...
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Call the UUP OFFICE

• If you would like consultation concerning your
  performance program before you sign it.
• To find out how to handle your Grievance?

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• Things that every professional should know about
  the evaluation process.

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We are evaluated when applicable on the five
criteria established by the Board of Trustees

• 1) Effectiveness in performance
• 2) Mastery of specialization
• 3) Professional ability
• 4) Effectiveness in university service
• 5) Continuing growth

• (page 102 in the July 1, 2003- July 1,2007
  UUP
  contract)

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Performance Evaluation

• Lets employee know how he/she is doing.
• Basis for performance improvement.
• Guide to re-evaluate job description.
• May be the basis for a discretionary salary
  increase.

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• Each employee must be evaluated, in writing, once
  a year
• The annual performance evaluation must be based
  upon the written performance program (make sure
  one of these is in place for the period on which
  you will be evaluated

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Preparing For Evaluations

• Keep an annual notebook listing
• Important accomplishments
• Training
• Conference attendance
• Committee involvement, etc.
• Keep a pat on the back file of letters
  acknowledging your professional accomplishments.
• Give your supervisor a written summary of your
  years accomplishments at the time of evaluation.

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Evaluation Review

• Check preliminary evaluation for accuracy.
• Make note of necessary changes.
• Discuss evaluation and current performance
  program with your supervisor.
• After consultation with supervisor sign the
  final evaluation.

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Oops! Something is Wrong in the Land of
Evaluation
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College Committee on Professional Evaluation

• 5 member panel 3 UUP 2 MGT
• Review procedure and substance
• Access to all previous evaluations
• May interview relevant sources
• Makes recommendation to President

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Promotions

• A promotion shall result in an increase in a
  professional employees basic annual salary
  accompanied with a change in title.

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Promotions

• If your request for a promotion or salary
  increase is denied, you have the right to appeal
  the decision to the College Review Panel (noted
  in contract).
• Forms from other Campuses?

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Salary Increases

• SHOW
• ME
• THE
• MONEY!!!

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WHAT IT TAKES TO GET PERMANENT APPOINTMENT

• Presentation prepared by
• Lisa Willis,
  NYSUT Labor Specialist
• Ed OConnell,
  Chapter Grievance Chair for Professionals
• Pam Wolfskill,
  Chapter Membership Development Officer

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What is your Vision

• Vision is the best manifestation of creative
  imagination and the primary motivation of human
  action. Its the ability to see beyond our
  present reality, to create and invent what does
  not yet exist, to become what we not yet are. It
  gives us capacity to live out our imagination
  instead of memory.
• Steven Covey
• First Things First

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Importance of Planning

• As the old saying goes, If you fail to plan,
  youre planning to fail.
• Remember, Noah had to start building the ark
  long before it started raining!

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GOALS
SWOTs Analysis Strengths   Weakness   Opportu
nities   Threats  
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What it is

• The Policies of the Board of Trustees of the
  State University requirements for Permanent
  Appointment.
• Oriented to the future
• Factors to Consider

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Members ask .

• How Many Years must I work here until I am
  eligible????
• Who notifies whom????

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Members ask

• Where oh where has my
• Permanent File gone?
• Oh where oh where can it be?

Permanent File
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File Content

• VP Recommendation Memo (addressed to President)
• Department Head Recommendation Memo (addressed to
  VP/Provost)
• Supervisors Statement/Recommendation with
  employees acknowledgement of receipt
• Resume/Curriculum Vitae (CV)
• Current Performance Program
• Current Performance Evaluation
• List of Contacts Solicited by Candidate (minimum
  of 4)
• List of Contacts Solicited by Supervisor (minimum
  of 4)
• Sample letter to solicit references
• Letters from solicited references with Disclosure
  Form attached
• PeopleSoft Change Form

De-mystify the process
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All About Empowerment

• Recognition
• Calendar of Events
• Networking
• Community Service
• Courses (tuition waiver)
• COMMUNICATION (Happy Pay Day, Dept. Rep System,
  Email)

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Getting the Word Out
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Getting the Word Out
Happy Pay Day Email distribution
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GOAL

• Best Place to Work

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The End
University