No, but the University recommends as a most effective practice to have everyone in your department on the same schedule, preferably 7/1-6/30.
No, the only information that will carry over will be job duties and responsibilities if they are populated in an employee’s position description in UB Jobs. You will, however, have access to all previous performance programs by clicking on the “My History” tab in POP. (See user guides for more details.)
Yes, both supervisors and employees may attach documents by creating progress notes using the tab listed on the employee’s performance program or evaluation in POP. (See user guides for more details.)
Yes, after saving the performance program as a draft, you may print or save it as a PDF file using the Actions button. (See user guides for more details.)
Your supervisor will send you a PDF version of the document or provide a printed copy prior to the meeting they have scheduled for you to discuss it. Once you discuss the document, your supervisor can make any necessary edits and notify you that the finalized document is ready for you to acknowledge in the POP system. You can then log in and click the Received button at the end of the document in the system. (See user guides for more details.) There are no email notifications in POP because the system does not allow customized timing of notifications. Each unit on campus has a different performance cycle timeframe and notifications can only be used when everyone is on the same date cycle.
No, since the performance programs and evaluations are now stored online, it is no longer necessary to submit a copy to central HR or to keep paper versions.
No, supervisors must complete programs and evaluations for their employees. HR Partners have the ability to view performance program and evaluation status for employees and supervisors in their departments, but are not able to complete them on anyone’s behalf.
We may occasionally experience data communication issues with the system. If your employees are not showing, please be sure to follow the necessary steps in the user guides. If you still do not see them, please contact the POP Manager, Christopher Wilson at email@example.com.
Step 3 is completed at the end of the performance cycle. If following a fiscal year cycle (7/1-6/30), evaluations would be completed in the month of June. If following an anniversary cycle, evaluations would be completed a few weeks before the anniversary date of the employee.
No, but you can use progress notes during any point of the cycle to add information to the document (See user guides for more details.)
We recommend contacting Employee Relations at 645-8169 before you submit your evaluation.
Yes, new employees hired are required to have a performance review within the first month of their start date.