A Brief Guide for Supervisors

PERFORMANCE MANAGEMENT
As the supervisor, it is your responsibility to
clarify expectations, set objectives, identify
goals, provide feedback, and review
performance for your staff.
Within 30 days of appointment, and annually
thereafter, you must meet with each
employee to discuss objectives and
expectations for the upcoming year. This
conversation must be documented using the
appropriate performance program form.
You should provide on-going feedback to
employees during the year. We recommend
keeping notes of satisfactory and
unacceptable performance, training
opportunities offered and completed,
counseling, time and attendance issues,
accomplishments and customer feedback.
If there are performance issues, you should
meet with the employee immediately to
address your concerns and to reaffirm
performance expectations. For additional
assistance, contact Labor Relations.
At the end of the annual performance cycle
you must evaluate the employee’s
performance compared to the goals and
objectives set in the performance program.
You must meet with the employee to discuss
the review. This conversation must be
documented using the performance
evaluation form.
If there is a possibility of an unsatisfactory
evaluation or a recommendation for a nonrenewal/termination,
you must contact the
Vice President Coordinator for your division
immediately to discuss appropriate
procedures. State employees recommended
for termination may have additional
procedural rights under a collective
bargaining agreement. (Refer to State Notice
Period and State Civil Service Probation
Period)
To download the performance program and
evaluation forms, visit: asa.stonybrook.edu/
asa/ASAForms/Department/HRS
Training Opportunities
Mastering Performance Reviews
Performance Management
Counseling & Discipline
Respectful Communications
STATE CIVIL SERVICE PROBATION PERIOD
All classified permanent and contingent
permanent appointments require a
probationary period to be served.
New appointments
Promotions (to SG-13)
Promotions (SG-14 & above)
As the supervisor, it is your responsibility to
document performance during the
probationary period and provide feedback to
the employee. If there is a possibility of a
probation termination, you must contact the
Vice President Coordinator for your division
immediately.
If the Probation Evaluation form is not
submitted timely, the employee will pass
probation by default and will remain a
permanent employee until resignation,
position change, or termination for cause.
STATE NOTICE PERIOD
Management Confidential, and State
temporary appointments are employed
“at-will”.
In the event of an appointment termination
or a non-renewal recommendation, UUPrepresented
term employees must receive
appropriate notice from the University
President or designee prior to the
appointment end date. (SUNY Policies and
UUP Agreement Article 32.1 )
Part time
Full time 1st year of service
Full time 2nd year of service
and Appendix B(1) & (2)
Full time after completion of
two or more years of service
26 to 52 weeks
8 to 26 weeks
12 to 52 weeks
45 days prior to end date
3 months prior to end date
6 months prior to end date
1 year prior to end date
RF NOTICE PERIOD
RF employees are employed on an “at-will”
basis.