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Do you have an up-to-date performance program? Have you participated in the development of your performance program? Did you know that your performance program can help you get promoted and/or a salary increase and keep the work you do for SUNY at a reasonable level?
Working for SUNY can be daunting at times. And when many of us start out, we have a long road ahead of us, with the dreams of attaining all the good things in life. One of the things that can help you realize these dream is a well done performance program — and you play a major role in its development. Space will not permit me to go into all of the contractual details or the guidelines outlined in the Policies of the Board of Trustees and contract. My goal here is to get you to hopefully understand the importance of these documents. As far as the details, you have resources at your fingertips; your campus-based UUP chapter conducts workshops and has leaders and labor relations specialists available to help. And, of course, I am at your service by e-mail and phone. You might have seen me at one of your chapter workshops as well.
This is what I hear the most from our members: How do I get a raise and how can I get promoted? My first reaction is always: Do you have an up-to-date performance program? During the last few years, UUP has made significant progress in making people aware of the importance of having one. In fact, many more of you now have a performance program. But we’re still not where we want to be.
One of the biggest misconceptions is that the performance program is a job description. It is not! The performance program is part of the system of evaluation set forth in the Policies of the Board of Trustees. These policies state that you need to be evaluated annually based on the duties and responsibilities you were assigned to perform. That is why it is so important that you discuss your duties and responsibilities with your supervisor before you sign off on your performance program. So when you review your performance program and there are things in it you know you cannot do, then speak up. Ask for clarification or training, and make sure your supervisor is aware and that your request is documented. The bottom line: You will be evaluated on the specific duties in the program. Remember, “any and all duties as assigned” is not specific, and therefore cannot be evaluated and cannot be included.
Once you have a performance program that can measure success and show growth in your performance, you can start working toward promotions and salary increases.
It can also help you keep things in check. As duties are added, it is possible to get salary increases or have some duties removed. It is also possible to get promoted.