Supervisors should constantly remind themselves that the inconsistent application of work rules, especially attendance rules, and the uneven distribution of work are major factors in the creation of low morale among employees. They include performance evaluation , counseling , and discipline . The rules for supervisors at the College at Brockport include the New York State Civil Service Law , the Attendance Rules for Classified Civil Service , the Policies of the Board of Trustees of the State University of New York , the labor agreements with the various negotiating units to which state positions have been assigned, and locally established policies and procedures. Throughout the performance period, the supervisor should advise subordinates how well they are performing and coach those who are not meeting expectations on how they may improve. Once the final rating has been approved, the supervisor again must meet with the subordinate employee to share this information.
Performance evaluation is an effective tool if it is properly utilized.
Performance evaluation is not the place for statements relating to concerns about the proper classification of positions. If an assignment has changed significantly enough to warrant a classification review, the supervisor should request the personnel office to conduct such a review. However, the performance evaluation should address only how well the employee performs assignments and should not include any judgement about the proper classification of the subordinate's position. All of the various performance evaluation systems used in the state service include the ratings of satisfactory or effective or unsatisfactory, and some include a broader menu of ratings including highly effective, outstanding, and needs improvement. Usually such employees would have also received counseling about their poor performance at various times throughout the year.