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员工绩效评估

The evaluation process is based on the collective bargaining agreement that represents 每个员工. Please see the appropriate section below and direct any questions to 人力资源服务.

CSEA — Civil Service Employees’ Association (Clerical/Maintenance/Service Positions)

The CSEA evaluation process is as follows:

  1. At the start 的 evaluation period, the supervisor completes Sections 1 and 2A 的 CSEA Annual Performance Evaluation Form. These sections include the employee's name, department, title, supervisor, and evaluation period (one year), along with the Performance Program (a list 的 important tasks 的 job and a brief description of how each is expected to be performed). 分类 标准s (job descriptions) for each position are available on the 纽约公务员网站, or on request from 人力资源服务. The employee initials and dates the form and the supervisor scans/emails it to 人力资源服务 (电子邮件保护) 并保持原来的样子.
  2. At the midpoint 的 evaluation period, the supervisor can complete Section 3, the 可选的6个月重新认证.
  3. On or about the day the evaluation period ends, the supervisor completes the narrative portion 的 evaluation (Section 2B), and meets with the Reviewer (supervisor’s supervisor), to discuss the evaluation, performance program and to agree on an overall 第5节额定值. The supervisor and reviewer must both sign and date the evaluation form in Sections 4 and 6, respectively.
  4. The supervisor then conducts the appraisal interview with the employee, discusses the previous year’s performance program, and compares his/her performance with the 标准. Other work related issues such as attendance and any areas in need of improvement 也会被审查. The employee is then given an opportunity to share his/her views, record comments on the form, and sign the evaluation in Section 7. 填妥的表格 is then scanned/emailed to 人力资源服务 at (电子邮件保护) within two weeks 的 end 的 evaluation period and the supervisor maintains 最初的.
  5. The performance program for the next year is discussed, along with the expected performance 标准(参见上述步骤1). The employee is then given a copy 的 performance evaluation and new performance program.

PEF — Professional Employees’ Federation

The PEF evaluation process is as follows:

  1. At the start 的 evaluation period, the supervisor completes Sections 1 and 2 of 第一部分:绩效计划. These sections include the employee's name, department, title, supervisor, reviewer, and evaluation period (one year), along with the Performance Program (Parts A & B). Additional instructions are on page two 的 form. 分类标准(职位) descriptions) for each position are available on the 纽约公务员网站, or on request from 人力资源服务.
  2. Upon approval from the reviewer (supervisor’s supervisor), the supervisor will discuss the performance program with the employee and both will complete Section 3 – Certification. 主管扫描/通过电子邮件发送给 人力资源服务 (电子邮件保护) 并保持原来的样子.
  3. At the midpoint 的 evaluation period, the supervisor and employee meet and they complete Section 4 – Six-month Recertification. 主管扫描/通过电子邮件发送给 人力资源服务 (电子邮件保护) 并保持原来的样子.
  4. On or about the day the evaluation period ends, the supervisor completes Part II: Performance Appraisal and Rating. The supervisor and reviewer must both sign and date the evaluation form in Section 4.
  5. The supervisor then conducts the appraisal interview with the employee, discusses the previous year’s performance program, and compares his/her performance with the 标准. Other work related issues such as attendance and any areas in need of improvement 也会被审查. The employee is then given an opportunity to share his/her views, attach comments to the form, and sign the certification in Section 5. 完成的 form is then scanned/emailed to 人力资源服务 at (电子邮件保护) within two weeks 的 end 的 evaluation period and the supervisor maintains 最初的.
  6. The performance program for the next year is discussed, along with the expected performance 标准(参见上述步骤1). The employee is then given a copy 的 performance evaluation and new performance program.

大学警察

Instructions for the Evaluation of NYS 大学警察 Officers, Lieutenants, and 调查人员:

  1. Carefully read and understand the purpose and guidelines for raters.
  2. Review the evaluation until each rating factor and all definitions are completely 你很熟悉.
  3. Review the actual rating of a factor until the employee-evaluator discussion is underway. Rate the employee by checking the appropriate box beside each factor only after careful thought and during the discussion period.
  4. The “comments” space is provided for either the employee or the rater. 评论是 鼓励和欢迎.
  5. The employee and evaluator (supervisor) signs the evaluation.
  6. The evaluator forwards the evaluation to the Chief or Assistant Chief for review and 签名.
  7. After the evaluation is signed and dated by the chief or assistant chief, forward 把它交给人力资源管理部门. Neither alterations nor comments are to be made on the evaluation after the employee, evaluator and chief or assistant chief have signed it.
  8. Copies will be distributed to the employee and evaluator by the 大学警察 部门.

大学警察 Evaluation 形式

UUP — United University Professions

(专业的员工)

文档 & 形式

UUP — United University Professions

(学术员工)

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