February 9, 2014 | CUNY Matters, The University
Employee Evaluation Training
Supervisors from the University’s Central Office learned more about how to evaluate those who work for them during four half-day workshops in December and January.
The facilitator was Nancy Eagan, founder and president of People Potential. Eagan, a graduate of the Hunter School of Social Work, has been providing workplace consultation and training services since 1983. She was joined by Katherine Isaacs, a Central Office human resources manager.
The sessions, similar to others held throughout the University, were timed to coincide with deadlines for annual performance evaluations for employees. They were designed as half-day sessions to accommodate supervisors’ busy schedules.
Isaacs emphasized that the goal of the sessions was to assist supervisors in “communicating what they expect of their employees.” Timing, Isaacs says is an important aspect of this communication process.
For example, she says, “You shouldn’t suddenly tell employees at their annual evaluations that they did not do their jobs well if you had not been communicating your expectations for their successful performance of duties all along. … If you don’t tell them how to succeed, they can’t be successful.”
Catastrophic Sick Leave Bank
Nearly 300 employees have donated time to CUNY’s new Catastrophic Sick Leave Bank Program (CSLB) in the initial open enrollment period, depositing a total of 432.5 days.
The bank, which has been compared to a credit union, operates on a membership basis: Only those who donate their own time can take time from the bank should they need it due to illness. Or, as more formally stated by the University: “The CSLB is a pool of sick leave and annual leave, voluntarily donated by individuals employed full time on an annual salary basis, for potential use as sick leave by employees who are also donors to the bank.”
Employees donated 133 annual leave days, deposited on a one-for-basis and 599 sick days, which earn a half-day each in the bank, in the initial application period.
Leslie Williams, University executive director of Shared Services, adds that the bank is “yet another good way to show that CUNY functions as a community.” He said that in some ways it reminds him of the charitable CUNY Campaign in which CUNY employees – if they wish – may donate to CUNY programs, even their own. In regard to the catastrophic bank, Williams adds, “You’re able to help others and you might possibly benefit from it yourself.”
CSLB differs from another University program, “Dedicated Sick Leave.” In that program, one or more employees may donate sick leave to a particular individual.
The CSLB calendar will be the same as that for an academic year and in future years, as the program gets under way, it is expected that the open enrollment period will be the entire month of October.
The CSLB is a detailed program with eligibility requirements. For more information and application forms it’s best both to confer with your human resource office and see information at: search.cuny.edu “donating leave” and search.cuny.edu “receiving leave”
Breast and Prostate Cancer Screening
If you need time to have a breast or prostate cancer screening, CUNY can help. Employees are entitled to up to four hours of paid leave in a calendar year for these screenings, as long as the tests are taken during regular working hours. The four hours include travel time. This leave is not cumulative and will be considered forfeited if not used within a particular calendar year. If more than four hours are used, the extra time will be charged to employee’s annual leave accruals or deducted from an employee’s salary if no annual leave is available. Colleges and other offices may require medical documentation stating that the tests were taken during work hours.