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| Employee Performance Management System | ||||
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EPMS FORM Name________________________________ Social Security Number__________________________ Agency______________________________________________________________________ Department__________________________________________________________________ Position Classification_____________________________________________________ Date Assigned to Current Position______________________ Performance Review From____________________To____________________Return to Top PLANNING STAGE ACKNOWLEDGMENT Rating Officer____________________Date____________________ Reviewed by____________________Date____________________ Employee____________________Date____________________(Signature of the employee indicates the Planning Stage and Position Description were reviewed with the employee.) EVALUATION STAGE ACKNOWLEDGMENT Rating Officer____________________Date____________________ Reviewed by____________________Date____________________ Reviewing Officer Comments____________________________________________________________________Employee_______________Date______________ (My signature indicates that I was given the opportunity to discuss the official performance review with my supervisor - not that I necessarily agree.) Employee Comments_____________________________________________________________ INSTRUCTIONS The Planning Stage Job Functions - The supervisor, utilizing suggestions from the employee, shall select job duties from the employee's most recent position description and develop success criteria for each duty. Objectives - This section allows the supervisor to include any additional special projects or program assignments that are not on the position description but that are assigned to the employee during the rating period. Objectives are optional, but if used, success criteria are required for each objective. Performance Characteristics - Performance characteristics and their definitions should be directly related to the employee's job and may be selected by the supervisor and the employee from a list developed by the Office of Human Resources. All management and supervisory employees are required to be reviewed on "promoting equal opportunity." The supervisor should meet with the employee to discuss the position description and how it relates to the job functions and objectives for the upcoming year. After this discussion, the supervisor shall complete the planning stage of the document. Prior to discussing the completed planning stage with the employee, the supervisor will present the final document to the reviewing officer for signature. The supervisor will then meet with the employee to review the final plans for the year and obtain the employee's signature. The completed planning document should be maintained by the agency to be used as the evaluation document at the end of the review period. The Evaluation Stage The supervisor will complete the evaluation document based on the employee's performance for the entire year. Using the four levels of performance outlined below, job functions and objectives shall be rated on how well the employee has met the success criteria as outlined in the planning stage. Performance characteristics will be rated "acceptable" or "unacceptable" based on the definitions which were communicated to the employee in the planning stage. The characteristics shall be used as a communication tool and shall not be weighted in the determination of the overall performance rating. Once the supervisor has completed the evaluation document, it will be presented to the reviewing officer for signature. The supervisor will then schedule a meeting with the employee to discuss his/her performance and to obtain the employee's signature on the evaluation document. The evaluation must be completed prior to the review date to be timely. Four Levels of Performance (To rate job functions, objectives and overall performance) Meets Performance Requirements - Work that meets the success criteria for the job. Exceeds Performance Requirements - Work that is above the success criteria for the job throughout the rating period. Substantially Exceeds Performance Requirements - Work that is characterized by exemplary accomplishments throughout the rating period; performance that is considerably and consistently above the success criteria of the job. Below Performance Requirements - Work that fails to meet the success criteria of the job. (Performance characteristics will not be rated with the four levels of performance. They should be rated as "acceptable" or "unacceptable.") AGENCY/WORK UNIT MISSION STATEMENT (Optional) Performance JOB FUNCTIONS Level 1. Job Function (Job Duty / Success Criteria): 2. Job Function (Job Duty / Success Criteria): 3. Job Function (Job Duty / Success Criteria): 4. Job Function (Job Duty / Success Criteria): 5. Job Function (Job Duty / Success Criteria): 6. Job Function (Job Duty / Success Criteria):Return to Top ACTUAL PERFORMANCE Performance OBJECTIVES Level (Optional) 1. Objective (Include Success Criteria): 2. Objective (Include Success Criteria): Acceptable / Unacceptable PERFORMANCE CHARACTERISTICS 1. Characteristic: Definition: 2. Characteristic: Definition: 3. Characteristic: Definition: SUMMARY AND IMPROVEMENT PLAN Identify the employee's major accomplishments, areas needing improvement, and steps to improve present and future performance. APPRAISAL RESULTS Substantially Exceeds | Exceeds | Meets | Below
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| THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE AGENCY. THIS DOCUMENT DOES NOT CREATE ANY CONTRACTUAL RIGHTS OR ENTITLEMENTS. THE AGENCY RESERVES THE RIGHT TO REVISE THE CONTENT OF THIS DOCUMENT, IN WHOLE OR IN PART. NO PROMISES OR ASSURANCES, WHETHER WRITTEN OR ORAL, WHICH ARE CONTRARY TO OR INCONSISTENT WITH THE TERMS OF THIS PARAGRAPH CREATE ANY CONTRACT OF EMPLOYMENT. |