An effective performance management system helps staff see themselves as strategic contributors and encourages dialogue between staff and manager that establishes an understanding of direction, focus and accountability. A value-added performance management process (PMP) succeeds at providing staff and managers with important feedback, measurement and coaching information that pinpoints the alignment of each staff member's performance outcomes with institutional goals and objectives.
We have listened to your feedback and have improved UB's performance appraisal form. One size doesn't fit all and the new format helps both staff and management discuss measureable performance standards, goals and objectives.
Please note: Per the Memorandum of Understanding (MOU) for non-exempt employees; in the event that there is a performance problem currently, the employee will be given 30 days to correct such, if the non-exempt employee’s performance will jeopardize eligibility for a merit increase the supervisor will inform the employee as soon as possible prior to the formal Performance review. This means that if a non-exempt employee is receiving a rating of unsatisfactory performance, the PMP must be completed by March 31, 2014.
A satisfactory evaluation is required for any Contingent II employee to be renewed on July 1, 2014.