SYRACUSE UNIVERSITY DIVISION OF STUDENT AFFAIRS
		: SCHINE STUDENT CENTER : SERVICES GOLDSTEIN AUDITORIUM THE UNDERGROUND JABBERYWOCKY CONFERENCE ROOMS SCHINE LOUNGES GALLERIES LOST AND FOUND : GOLDSTEIN STUDENT CENTER : SERVICES GOLDSTEIN DINING SU BOOKSTORE OFFICES CONFERENCE ROOMS THE SKYBARN : EVENT SCHEDULING SERVICES : STUDENT ORGANIZATION FORMS ACADEMIC/AMINISTRATION FORMS CHECK ROOM AVAILABLITY SCPS FEE STRUCTURE SCHEDULING PROCEDURES / POLICIES CANCELLATION POLICIES : EVENT & TECHNICAL SERVICES : GOLDSTEIN AUDITORIUM SCHINE UNDERGROUND JABBERWOCKY SKYBARN PORTABLE SYSTEMS PHOTO GALLERY EMPLOYEE SIGN UPS PROSPECTIVE EMPLOYEES : STUDENT EMPLOYEES : LETTER FROM THE DIRECTOR STUDENT RIGHTS/AGREEMENT STUDENT EVALUATION EMPLOYMENT APPLICATION EMPLOYEE SIGN UPS EMPLOYEE SUB SYSTEM LOST AND FOUND


	EMPLOYEE INFORMATION :: Letter from the Director :: Student Rights/Agreement :: Student Evaluation USEFUL LINKS :: Employment Application :: ETS Call Sign-ups :: Employee Sub System :: Lost and Found

Evaluations

The evaluation of performance is often viewed as a threatening or undesirable event. When conducted correctly, however, an evaluation usually becomes one of the most productive learning experiences you and your supervisor will share. The goals of a performance evaluation are to provide you with information about how you are doing, to identify areas of your work that show strength and weakness, and to develop approaches for growth and improvement. Evaluation is effective only if it helps you improve your performance. Evaluation should be an on-going process. At the end of each semester, formal evaluations will be conducted.

Basic Expectations: There are two levels of formal evaluation that happen each Fall and Spring; supervisor evaluations of staff and staff evaluations of their supervisor. Evaluation of the staff member is based upon job performance, attitude, Employee Interim Reports and/or Employee Recognition Forms.

Performance Issue Procedures: All formal job actions will be put in writing, and a copy will remain in the staff member's personnel file located in each center. There is no appeal process for letters of warning, probation, or termination. However, a staff member should feel free to place a letter in their personnel file sharing their perspective of the disciplinary status.

Personnel File: Every staff person has a personnel file These files contain original applications, evaluations and any other letters related to your employment. A student employee cannot place or remove a document from this file without knowledge of the Director.

Termination: There are occasions the decision will be made to terminate a staff member. Such occasions may include, but are not limited to, violations of the Code of Student Conduct, violations of the Terms and Conditions of Student Housing, Academic regulations, failure to meet the terms of the staff member's job responsibilities or other exceptional behavior or circumstances. Additionally, there may be instances in which a Staff Member is temporarily relived of his/her duties pending an investigation of the situation/incident in question.

Re-appointment: A staff member's re-appointment is never automatic and is contingent upon job performance that has been evaluated as above average. When expected performance levels have not been maintained, re-appointment will not be offered.