At SUNY Oswego, the onboarding process begins during recruitment and continues through the first year of employment. Successful onboarding requires a partnership between the hiring manager, senior management in your area, and the SUNY Oswego Human Resources team.
Recruitment and Hiring
The State University of New York at Oswego recognizes that employees are its most valuable asset, and that the people we hire will have a direct impact on students, faculty, staff, alumni, external customers, and neighboring communities. The University’s ability to achieve its mission rests, in part, on the recruitment and retention of qualified, skilled faculty and staff.
Review the resources provided below, and contact Human Resources with any questions.
Performance Management/Evaluation
Strong work relationships depend on regular performance feedback. Performance evaluations are an important responsibility for all supervisors within SUNY Oswego.
The performance management process is an ongoing, proactive effort designed to align employee responsibilities with the mission and goals of the College and their department. Employees must have a clear understanding of expected results, receive coaching and feedback, be included in a structured, recurrent performance review, be recognized for meeting expectations, and develop capability when deficiencies exist.
See our Appointments page for:
- UUP Professional Performance Management
- Classified Annual Performance Management
- Performance Review Module
Other Performance Management Tips for Supervisors
- Engage in frequent informal conversations around performance throughout the year, whether through your regular workload meetings or stand-alone sessions. These informal interactions pave the way for formal, documented performance reviews, and ensure that there are no surprises for the employee when it comes time for the annual performance evaluation.
- Communicate expectations clearly and collaborate on goals. Aligning expectations and ensuring understanding is key to strengthening individual engagement and team success. Collaborating on the development of goals will assist employees in feeling ownership of their professional development.
- Address performance challenges early and often. Ignoring the problem is not an effective solution. Consult with HR early and often when you have an employee who is struggling.
Visit Criteria for Personnel Decisions for more information on the faculty review process and universal personnel dates.
Personnel Changes & Recommendations
- Change in Supervisor Process
- Hirezon/Interview Exchange Electronic Personnel Forms
- Appointments:
- UUP Professional Permanent Appointment Recommendation Process
- UUP Professional Term Non-Renewal Process
- Administrative Support Guidelines
- Supervisor Guidelines
Unclassified Service Appointment Processes
(UUP, MC, Temps, GA’s)
Electronic Unclassified Service Appointment Forms: The electronic unclassified service appointment form is in the Hirezon/Interview Exchange system.
Step 1: Once the form is submitted in Hirezon/Interview Exchange, it goes through the appropriate approval process that is set up in the task routing.
Step 2: HR is the last to receive the appointment form in the system. HR reviews/approves.
Step 3: HR will process the appointment in payroll and generate an electronic contract letter through Hirezon/Interview Exchange and new hire packet (if applicable).
Contract Letters: The contract letters are only generated after having an approved electronic unclassified service appointment form. Each year a temporary, term, Appendix A (depending on if they have reached their 5 year appointments) must receive a contract letter every year. If an Appendix A employee has been granted the 5 year appointment then they should receive a renewed contract letter every 5 years with the appropriate dates indicated.
Visit our Appointments page for more information:
- UUP Professional Initial Appointment and Renewal Procedures
- Adjunct Instructor Appointments
Time and Attendance
Time & Attendance Guide
Supervisors can follow along with this instruction guide that shows you how to review and approve/deny employee requests through SUNY HR: Time and Attendance System-Supervisor Role.
Accruals
Employees earn time each month. Annual leave is equivalent to vacation time and is earned only by non-academic employees and twelve-month faculty. Sick time may be used either for personal illness, family illness, or medical appointments. You may not use benefit time before you have earned it. CSEA members accrue time in hours and may use time in as small as ¼ hour increments. All other employees accrue time in days and may use time in as small as ¼ day increments. Supervisors approve biweekly (CSEA, PBA, and overtime –eligible UUP) or monthly (everyone else) time sheets AND leave requests.
For questions and assistance visit the Payroll Office web page or email [email protected].
