Employee Performance Evaluations

CSEA Evaluation Process

1. At the beginning of the evaluation period, the supervisor completes Sections 1 and 2A of the CSEA Annual Performance Evaluation Form. These sections include the employee information, the evaluation period (one year), along with the Performance Program, which outlines key job responsibilities and expected performance standards.  Classification standards (job descriptions) for each position are available on the NYS Civil Service website. The employee reviews, initials and dates the form.  The supervisor then submits a scanned copy to Human Resource and Payroll Services and maintains the original.
2. Midway through the evaluation period, the supervisor may complete Section 3, an optional six-month recertification.
3. At the end of the evaluation period, the supervisor completes the narrative evaluation (Section 2B) and meets with the reviewer (the supervisor’s supervisor) to discuss the evaluation and determine the overall rating. Both the supervisor and reviewer sign the form.
4. The supervisor then meets with the employee to conduct the appraisal interview.  During this meeting, they review the employee’s performance, attendance, and any areas for improvement.  The employee may provide comments and must sign the evaluation form.  The completed form is submitted to Human Resource and Payroll Services within two weeks, and the supervisor retains the original.
5. Finally, the supervisor and employee discuss the Performance Program and expectations for the upcoming year (see Step 1). The employee receives a copy of the completed evaluation and the new Performance Program.

The Management/Confidential (M/C) performance management process provides a comprehensive and balanced assessment of employee performance. It incorporates employee self-reflection, supervisor evaluation, and multi-source (360°) feedback. 

The annual review cycle for all M/C employees runs July 1 through June 30, with the evaluation process occurring June 1–30 each year. Evaluations are completed through Watermark and VidCruiter.

Performance Program Creation

Due upon hire, and by June 30 each year. 

Each M/C employee, in consultation with their supervisor, must establish a performance program using the M/C Performance Program Worksheet, which includes the four components below:

• Section 1: Position Summary — A concise overview of the employee’s primary responsibilities and scope of work.
• Section 2: Goals and Evaluation Criteria — Three to five measurable goals with clearly defined metrics for assessing progress and achievement.
• Section 3: General Competencies — The core competencies applicable to all M/C employees, with an optional leadership competency for employees in supervisory roles. (Additional details provided below.)
• Section 4: Secondary Sources — A list of two to five colleagues and/or direct reports who will provide feedback on the employee’s competencies.  

Completed worksheets must be submitted to [email protected] upon hire and annually by June 30.

Evaluation Process

Completed June 1-30 each year

The final two sections of the evaluation process are completed using Watermark and VidCruiter.

• Section 5: Employee Self-Assessment — Employees reflect on accomplishments, challenges, and development areas over the review period.
• Section 6: Supervisor Assessment — Supervisors provide a comprehensive evaluation, incorporating feedback from secondary sources and assigning an overall performance rating.

Process Timeline

Early June:

• Employees access Watermark to complete their self-assessment.
• Employees launch requests to secondary sources through VidCruiter.
• Secondary sources evaluate the employee’s competencies using the rating scale below.
  
  

Mid June:

• Human Resource and Payroll Services provides supervisors with a summary report of secondary-source feedback from VidCruiter.
• Supervisors complete their assessment in Watermark, assign competency ratings, and update the employee’s performance program for the upcoming year.

General Competencies

Each competency is rated using the following scale (outstanding, highly effective, effective, improvement needed, unsatisfactory, or not applicable).  

Reliability/Accountability

• Effectively establishes, communicates and manages priorities.
• Anticipates and identifies problems and helps to bring about resolutions.
• Demonstrates appropriate judgment.
• Is accountable and takes responsibility for own decisions and actions.
• Demonstrates efficiency and effectiveness in carrying out responsibilities. Meets productivity standards, deadlines and work schedules.
• Sees failure as an opportunity to learn from past results and continues to learn and grow.

Communication

• Clearly and effectively expresses information, thoughts, ideas and instructions orally and in writing.
• Responds appropriately to both written and oral instructions.
• Effectively communicates with and informs others as appropriate, including supervisors and stakeholders.
• Listens to, and is considerate of, opposing views and perspectives.
• Allows others to speak without interrupting them unnecessarily.

Equity, Diversity and Inclusion

• Demonstrates respect by listening to and considering the opinions, concerns and ideas of others.
• Values and supports differences in others, contributing to an inclusive work environment.
• Demonstrates the ability to communicate effectively with individuals of diverse backgrounds.
• Contributes to a collaborative, collegial and caring community through acts of civility and respect.
• Treats all others with dignity, open-mindedness and esteem.

Interpersonal Skills/Teamwork

• Is collaborative, considerate, and respectful in dealing with stakeholders, co-workers, and the public.
• Maintains an open, approachable manner and treats others fairly and respectfully. 
• Works harmoniously and effectively with others in a variety of settings and across departments.
• Shares knowledge, expertise, and resources with others easily and frequently.
• Looks for opportunities to help move projects along; volunteers to help others.

Leadership/Management  (if applicable)

• Fosters the development of a common vision; provides clear direction and sets priorities.
• Supports a diverse and inclusive work environment fostering fairness, equity, and trust.
• Effectively motivates, coaches, develops, and evaluates team members.
• Sets clear, meaningful, challenging, and attainable group goals and expectations that are aligned with those of the University.
• Provides staff with continual feedback, recognizes and celebrates exceptional performance and takes corrective action to improve poor performance.
• Conducts all performance appraisals on time and evaluates performance based on results.
• Models successful behaviors, a high-performance work ethic, and constant self-improvement.
• Prudently administers department budgets and minimizes expenses by adhering to responsible fiscal practices.

Competency Rating Scale

Rating	Description
Outstanding	Consistently demonstrates exceptional expertise and performance.
Highly Effective	Performs strongly and consistently with minimal guidance.
Effective	Meets expectations; some development opportunities may exist.
Improvement Needed	Basic understanding is evident but performance is inconsistent; improvement required.
Unsatisfactory	Does not meet expectations; extensive development needed.
Not Applicable	Used only for leadership/management when supervisory duties do not apply.

PEF Evaluation Process

1. At the start of the evaluation period, the supervisor completes Sections 1 and 2 of Part I: Performance Program. These sections include employee and evaluation period details, along with the Performance Program (Parts A & B), which outlines key responsibilities and expectations. Classification standards (job descriptions) for each position are available on the NYS Civil Service website.
2. After reviewer approval, the supervisor meets with the employee to discuss the program, and both complete Section 3 (Certification). The form is then submitted to Human Resource and Payroll Services, and the supervisor retains the original.
3. At the midpoint of the evaluation period, the supervisor and employee meet to complete Section 4 (Six-Month Recertification). The supervisor retains the original.
4. At the end of the evaluation period, the supervisor completes Part II: Performance Appraisal and Rating. The supervisor and reviewer review the evaluation and both sign the form.
5. The supervisor then conducts an appraisal meeting with the employee to review performance, attendance, and any areas for improvement. The employee may provide comments and signs the certification in Section 5. The completed form is submitted to Human Resource and Payroll Services within two weeks of the end of the evaluation period, and the supervisor retains the original.
6. Finally, the supervisor and employee discuss the Performance Program and expectations for the upcoming year (see Step 1). The employee receives a copy of the completed evaluation and the new Performance Program.

Evaluation Instructions for NYS University Police Officers, Lieutenants, and Investigators

Evaluators should review all rating factors, definitions, and guidelines before completing the evaluation to ensure a clear understanding of expectations.

Ratings should be assigned thoughtfully and discussed with the employee during the evaluation meeting. Evaluators should mark each rating factor only after careful consideration and as part of this discussion.

Both the evaluator and the employee are encouraged to provide comments in the designated section.

After the discussion, the employee and evaluator sign the evaluation. The evaluator then forwards the completed form to the Chief or Assistant Chief for review and signature.

Once all signatures are obtained, the evaluation must not be altered. The finalized document is submitted to Human Resource and Payroll Services.

The University Police Department will distribute copies to both the employee and the evaluator.

University Police Evaluation Forms

• NYSUP Officer Evaluation Form
• NYSUP Lieutenant Evaluation Form
• NYSUP Investigator Evaluation Form

Documents & Forms

• 2025–2026 Memo & Calendar
• Performance Program Cover Sheet (fillable PDF)
• Additional Information
• Professional Performance Review Document
• UUP Website
• Watermark User Guides and Resources

• Provost/Vice President for Academic Affairs Website