Employee Performance Management System (EPMS) - FAQs

Size: px
Start display at page:

Download "Employee Performance Management System (EPMS) - FAQs"

Transcription

1 GENERAL Employee Performance Management System (EPMS) - FAQs Q. Who is covered under the University s EPMS Policy HR 1.36? A. HR 1.36 describes the policy and procedures for the job performance evaluation of classified and unclassified non-academic staff (herein referred to as employees) of the University of South Carolina. Academic staff as defined in University Policies ACAF 1.01 Recruitment and Appointment of Academic Administrators and ACAF 1.06 Academic Titles for Faculty and Unclassified Academic Staff Positions are not included in this policy. Temporary, temporary grant, retired rehired, TERI and student workers are exempt from coverage under the State Employee Grievance Procedure Act and therefore are also not covered under the EPMS Policy. However, it is best practice to provide performance feedback to them via the Performance Feedback Assessment for Non-covered Employees or other feedback tool. Q. Why bother with an EPMS when there is no merit money attached? A. The EPMS process is intended to ensure that employees understand what is expected of them to successfully carry out their duties and responsibilities. It serves as a means of clarifying work expectations, identifying training needs and development opportunities and thanking employees for the hard work contributed to the university. It will also help an employee who is not meeting expectations understand what it will take to be successful and aid the supervisor in helping the employee succeed. For an employee who cannot turn his or her performance around, the EPMS review document is critical in the process of removing that employee from his or her position. It is also used to help justify a pay-for-performance increase. Additionally, the EPMS rating is part of the calculation of retention points if the university has to implement a Reduction-In-Force (RIF). Q. What is USC Upstate s Universal Review Date? A. May 1, effective 2013 PROBATIONARY PERIOD Q: When does the review period begin and end for a probationary employee in an FTE position? A: For a probationary employee, the review period is 12 months beginning on the date of employment and ending the day before their one year anniversary. For example, an employee who is hired on December 2nd should have an annual review completed on or before December 1st of the following year. Adapted from State OHR February 2013

2 Q. Is the review date of a probationary employee automatically changed to coincide with the universal review date? A. A probationary employee serves a 12-month probationary period before obtaining covered (covered by the State Employee Grievance Procedure Act) status. Therefore, the probationary employee s first EPMS review date will remain consistent with the hire date. Once the evaluation has been completed, the supervisor will complete a short-year planning stage (any planning stage document covering a period of time less than 12 months) and short-year review (any performance review that rates an employee s performance for a period of time less than 12 months) to move the employee s review date to the university s universal review date. Q: Is an employee ever required to complete another probationary period? A: Once a probationary period has been completed, the covered employee does not serve another probationary period, provided there is no break in state service (more than 15 days) or movement from a position covered by the State Employee Grievance Procedure Act. Q: Can an employee's partially completed probationary time in one state agency be counted toward completion of a probationary period in another state agency? A: The university president or designee may count up to six months of continuous satisfactory service toward completion of the probationary period in accordance with the State Human Resources Regulations. Q: What happens to the probationary period of an employee who is promoted, demoted, reclassified, or reassigned (to a different classification), prior to completion of the probationary period? A: The employee would start a new 12-month probationary period. However, at his/her discretion, the university president or designee may count up to six months of continuous satisfactory service in the previous class toward the employee's probationary period which would result in a reduction in the length of the employee's performance review period. Q: Can an employee's probationary period be extended? A: No; an employee s probationary period cannot be extended beyond 12 months. SIX MONTH TRIAL PERIOD Q: How does a trial period differ from a probationary period? A: The probationary period occurs upon an employee's initial employment. A trial period occurs when a covered employee experiences a change in state class title. It is a six-month test period immediately following a covered employee s promotion, reclassification, demotion, reassignment, or transfer to a classification in which he/she has never attained permanent status (the status attained by an employee upon completion of a probationary or trial period in a class or unclassified state title). 2

3 Q. Will the review date of an employee in a six-month trial period automatically change to coincide with the universal review date? A. No. A covered employee who is promoted, demoted, reclassified, reassigned, or transferred to a position or experiences an unclassified state title change in which he/she has not held permanent status, will complete the six-month trial period and the supervisor will complete a short-year planning stage and review to move the employee to the universal review date. Q: Can an employee's six-month trial period be extended? A: An employee's trial period may be extended for up to 90 calendar days upon written notification to the employee prior to the end of the six-month trial period. Q: What happens if an employee receives a "fails to meet or unsuccessful" rating his/her evaluation before completing the trial period? A: If an employee has been promoted, reclassified, or reassigned and does not successfully complete the trial period, he/she may be demoted, reclassified, or reassigned back to the previous position or a position equal to the previous position from which he/she was promoted without recourse through the grievance process. If a transfer from another agency is involved, the agency has the option of reassigning the employee to a position similar to the prior position. If the covered employee is terminated, he/she would have grievance rights. PLANNING STAGE Q: What is the purpose of the planning stage? A: The planning stage is designed to outline job duties and performance expectations for the rating period. Q: How do the job duties on the position description relate to the elements of an EPMS planning stage? A: The job duties are used to identify the specific job functions that will be reviewed for the rating period and identify the success criteria for evaluating the employee's performance. Q: When should an employee be given a planning stage document? A: Each employee should have a planning stage conducted as soon as possible at the beginning of each performance period. Good management practices encourage the planning stage to be completed within the first four to six weeks of the beginning of the performance period. Q: Whose signatures are required on the EPMS signature page? A: As indicated by the order of signatures on the signature page, the form should be signed by the supervisor (rater), reviewed by next higher level supervisor (reviewer), then the employee. A copy of the EPMS planning document should be given to the employee for reference throughout the performance period. 3

4 ONGOING COMMUNICATION/PERFORMANCE MANAGEMENT Q: How should job performance be managed? A: The supervisor (rater) should provide ongoing performance feedback to employees throughout the performance period. An unofficial mid-year review is recommended to assess progress, to correct any misunderstandings about expectations, and to encourage ongoing communication between the supervisor and employee. SUBSTANDARD PERFORMANCE Q: How should substandard performance be addressed? A: Efforts to address performance deficiencies through coaching and counseling should be implemented first. If during the performance period an employee is failing to meet or unsuccessful in any essential job function or objective which significantly impacts performance, the supervisor (rater) will provide the employee with a written Warning Notice of Substandard Performance before rating the employee fails to meet or unsuccessful. Q: When performance problems exist during an employee's probationary period, is it necessary for the supervisor to issue a Warning Notice of Substandard Performance? A: While coaching and counseling may be used to improve an employee's performance, the use of a WNSP is not required in a probationary period. If an employee is not performing satisfactorily during the probationary period, the employee may be terminated before becoming a covered employee. Until an employee has completed the probationary period and has a "meets or successful or higher overall rating on the employee's performance evaluation, the employee has no grievance rights under the State Employee Grievance Procedure Act. Q. When can a Warning Notice of Substandard Performance be issued? A. The WNSP may be issued at any time during the performance period. Ordinarily, it may not extend beyond the employee s review date. However, if the notice is issued less than 30 days from the employee s review date, the performance review date shall roll forward one day for each day the warning is in effect (up to 90 days). The employee may require a short-year planning stage and review to move the employee back to the universal review date. Q: When a WNSP is issued how much time is given for improvement? A: The WNSP must provide for an improvement period of no less than 30 and no more than 120 days; i.e. 30 days, 45 days, 60 days, etc. Q: During the improvement period, should the rating occur on one specific date or within a range of several days? A: It is recommended that a supervisor plan for a range of several days instead of one specific 4

5 date to complete the employee's rating during the improvement period; i.e. up to 60 days, etc. Q: What are the requirements of a Warning Notice of Substandard Performance? A: The requirements of a WNSP are: must be in writing, addressed to the employee, labeled as a "Warning Notice of Substandard Performance," and signed by the employee (witnessed, if employee will not sign); must list the job function(s) and/or objective(s) included on the employee's planning document that are considered below performance requirements, with an explanation of the deficiencies for each job function and/or objective; shall include the time period for improvement and the consequences if no improvement is noted (i.e., dismissal, demotion, and reassignment); and describe a plan for evaluating employee progress during the warning period. In addition, a signed copy of the notice shall be given to the employee and placed in the employee's official personnel file. Employee Relations should be consulted prior to issuing. Q: Once the employee has been given a Warning Notice of Substandard Performance, what is the next step? A: The supervisor and the employee should participate in drafting a work improvement plan. The work improvement plan should include a list of ways to improve the deficiencies and other appropriate performance-related recommendations. In those instances where the supervisor and employee cannot agree upon the content of the work improvement plan, the supervisor s decision is final. During the warning period, the supervisor must meet with the employee regularly to discuss the employee s progress. Documentation is required to verify that these counseling sessions were held. Copies of this documentation shall be placed in the employee s official personnel file and given to the employee upon request. Q: What happens if a review is not completed by the designated time frame for improvement? A: Once a time frame for improving substandard performance has been given, the employee must be rated prior to the end of the warning period or the employee will receive a "meets or successful performance rating by default. Q: Can a Warning Notice of Substandard Performance be extended? A: A WNSP can be extended. However, the entire period cannot extend beyond 120 days from the date the notice was issued. Q: How many Warning Notices of Substandard Performance can an employee receive in a 365-day period? A: Two. Upon the third occurrence of a WNSP within a 365-day period, an employee shall be removed from the position without further notice. 5

6 Q: What happens if an employee's performance improves to the meets or successful or above level during a WNSP period? A: The employee is given written notice indicating the improvements that were made. The notice is placed in the employee's personnel file and he/she continues to perform his/her daily job duties. This action does not alter the performance review date. Q: What happens if an employee's performance does not improve to the meets or successful or above level during a WNSP? A: By the end of the warning period, if the employee is rated fails to meet or unsuccessful on any essential job function or objective which significantly impacts performance as noted in the WNSP, the employee shall be removed from the position immediately (i.e. terminated, demoted, or reassigned). Q: Can an employee grieve or appeal a Warning Notice of Substandard Performance? A: According to the State Employee Grievance Procedure Act, the notice is not grievable or appealable. However, if an employee is subsequently demoted or terminated, those actions may be grievable or appealable. EVALUATION/REVIEW Q: How far in advance of the annual review date may the supervisor (rater) complete an employee's EPMS evaluation? A: The rater may complete the employee's EPMS evaluation up to 90 days prior to the performance review date which does not change the performance review date. Probationary employees can be evaluated up to 30 days before the end of the review period. Trial period employees can be evaluated up to two weeks before the end of the trial period. Q: I am completing an employee s review and want to give a fails to meet or unsuccessful rating in one of the essential job functions that significantly impacts the job. Can I do this? A: Yes, but only if the employee has been given a WNSP prior to completing the evaluation. (See Substandard Performance) Q: What happens if an employee does not receive an EPMS review prior to the end of the rating period? A: The rater must complete the employee's EPMS review by the close of business on the day before the employee's performance review date. The Division of Human Resources suspended the practice of accepting late EPMS reviews effective November 1, In these cases, the supervisor will need to provide written justification for the late review. An employee receives a meets by default or successful by default rating if an EPMS rating has not been recorded in the system within 30 days of the review date. Once the rating is in default, it cannot be changed unless extenuating circumstances exist. 6

7 Q: What can an employee do if they disagree with their EPMS evaluation rating? A: The employee may attach a written response to the EPMS evaluation stating his/her reasons for the disagreement. The EPMS rating is neither grievable nor appealable under the State Employee Grievance Procedure Act. Q: What happens if an employee refuses to sign the EPMS evaluation form? A: Employee signature is required. This does not mean the employee agrees with the rating but denotes receipt and review of the document. If an employee refuses to sign the EPMS signature page, the rater should note the refusal on the document and obtain a witness (reviewer or other management official) to the refusal, having the witness also sign the form. If no witness is available, the supervisor may have the employee sign a statement indicating he/she refuses to sign the EPMS document. 7

Performance Evaluation for Classified and Unclassified Non-Academic Staff

Performance Evaluation for Classified and Unclassified Non-Academic Staff NUMBER: HR 1.36 SECTION: SUBJECT: Human Resources Performance Evaluation for Classified and Unclassified Non-Academic Staff DATE: July 1, 1995 REVISED: September 21, 2012 Policy for: Procedure for: Authorized

More information

The Citadel Policies & Procedures Human Resources Department. Employee Performance Management System

The Citadel Policies & Procedures Human Resources Department. Employee Performance Management System 1. PURPOSE Employee Performance Management System The purpose of the Employee Performance Management System (EPMS) is as follows: A. To provide an accurate and objective method to evaluate classified and

More information

SOUTH CAROLINA STATE FISCAL ACCOUNTABILITY AUTHORITY EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM POLICY AND PROCEDURE

SOUTH CAROLINA STATE FISCAL ACCOUNTABILITY AUTHORITY EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM POLICY AND PROCEDURE SOUTH CAROLINA STATE FISCAL ACCOUNTABILITY AUTHORITY EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM POLICY AND PROCEDURE THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE

More information

EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM MODEL POLICY (Revised and Effective 11/1/09) MANDATORY BASELINE EPMS SYSTEM

EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM MODEL POLICY (Revised and Effective 11/1/09) MANDATORY BASELINE EPMS SYSTEM EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM MODEL POLICY (Revised and Effective 11/1/09) THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE AGENCY. THIS DOCUMENT

More information

EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM POLICY

EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM POLICY FRANCIS MARION UNIVERSITY Human Resources Office SUBJECT: Employee Performance Management System Policy Originated: 12/13/93 Revised: 5/25/94 Revised: 7/24/96 Revised: 7/1/99 Revised: 4/18/01 EMPLOYEE

More information

WINTHROP UNIVERSITY EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM POLICY AND PROCEDURE

WINTHROP UNIVERSITY EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM POLICY AND PROCEDURE WINTHROP UNIVERSITY EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM POLICY AND PROCEDURE THIS DOCUMENT IS NOT A CONTRACT BETWEEN EMPLOYEES AND WINTHROP UNIVERSITY, EITHER EXPRESSED OR IMPLIED. THIS DOCUMENT DOES

More information

STATE BOARD FOR TECHNICAL AND COMPREHENSIVE EDUCATION PROCEDURE

STATE BOARD FOR TECHNICAL AND COMPREHENSIVE EDUCATION PROCEDURE PAGE: 1 of 17 TITLE: EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM (EPMS) (REVIEW DATE OPTION) POLICY REFERENCE NUMBER: 8-4-100 DIVISION OF RESPONSIBILITY: Human Resource Services DATE OF LAST REVISION: May 13,

More information

Division of Human Resources Staff Performance Management Procedure

Division of Human Resources Staff Performance Management Procedure Performance standards and expectations, based on an up-to-date position description, should be clearly communicated to employees at the time of appointment to their position and as they change thereafter.

More information

B. Probationary Evaluations

B. Probationary Evaluations A.R. Number: 5.7 Effective Date: 2/1/2007 Page: 1 of 9 I. PURPOSE A. This policy outlines the Employee Performance Evaluation System (EPES) and the process to be followed for evaluating City of Richmond

More information

08.530 Employee Performance Management Program. Revised and Reformatted, February 20, 2006; supersedes former policy HR6.30

08.530 Employee Performance Management Program. Revised and Reformatted, February 20, 2006; supersedes former policy HR6.30 08.530 Employee Performance Management Program Authority: History: Source of Authority: Related Links: Director of Human Resources Revised and Reformatted, February 20, 2006; supersedes former policy HR6.30

More information

RULES OF THE DEPARTMENT OF MANAGEMENT SERVICES PERSONNEL MANAGEMENT SYSTEM CHAPTER 60L-35 PERFORMANCE EVALUATION SYSTEM

RULES OF THE DEPARTMENT OF MANAGEMENT SERVICES PERSONNEL MANAGEMENT SYSTEM CHAPTER 60L-35 PERFORMANCE EVALUATION SYSTEM 60L-35.001 Scope and Purpose 60L-35.002 Definitions 60L-35.003 Minimum Requirements 60L-35.004 Career Service 60L-35.005 Selected Exempt Service 60L-35.006 Transitional Provision (Repealed) 60L-35.001

More information

HUMAN RESOURCES. Revised: 04/30/03 Reviewed and Updated 11/11/10. To ensure a means by which employees and their supervisors can:

HUMAN RESOURCES. Revised: 04/30/03 Reviewed and Updated 11/11/10. To ensure a means by which employees and their supervisors can: HUMAN RESOURCES Revised: 04/30/03 Reviewed and Updated 11/11/10 Policy Statement 3: Performance Management Performance Management Program 1. Purpose To establish a Policy for implementing and managing

More information

2014 Performance Management Frequently Asked Questions

2014 Performance Management Frequently Asked Questions 2014 Performance Management Frequently Asked Questions What is Performance Management and what is the Performance Management Form? Performance Management is an on going formal and informal process to develop

More information

3 FAM 2820 PERFORMANCE APPRAISAL SYSTEM FOR GENERAL SCHEDULE AND PREVAILING RATE EMPLOYEES

3 FAM 2820 PERFORMANCE APPRAISAL SYSTEM FOR GENERAL SCHEDULE AND PREVAILING RATE EMPLOYEES 3 FAM 2820 PERFORMANCE APPRAISAL SYSTEM FOR GENERAL SCHEDULE AND PREVAILING RATE EMPLOYEES 3 FAM 2821 GENERAL 3 FAM 2821.1 Authorities (Office of Origin: HR/CSHRM) The authorities cited for this subchapter

More information

PERFORMANCE EVALUATIONS

PERFORMANCE EVALUATIONS PERFORMANCE EVALUATIONS SOURCE: AGENCY ADMINISTRATION; OHIO REVISED CODE 124.34; OHIO ADMINSTRATIVE CODE 123:1-29; 123:3-1-01: OCSEA Contract, Article 22 CONTACT: OFFICE OF EMPLOYEE SERVICES Performance

More information

Chapter 110, Florida Statutes; Chapter 60L-35, Florida Administrative Code; Executive Director

Chapter 110, Florida Statutes; Chapter 60L-35, Florida Administrative Code; Executive Director SECTION: 6.4 SUBJECT: AUTHORITY: Performance Evaluation System Chapter 110, Florida Statutes; Chapter 60L-35, Florida Administrative Code; Executive Director Policy: Evaluations will be used by supervisors

More information

Department of Personnel Richard R. Frank, Director

Department of Personnel Richard R. Frank, Director Service Rating Manual For all Employees in the Classified Service Richard R. Frank, Director Effective June 24, 2007 AMENDED JULY 18, 2010 Table of Contents For all Employees in the Classified Service

More information

EFFECTIVE DATE: October 1, 2010 Page 1 of 12

EFFECTIVE DATE: October 1, 2010 Page 1 of 12 1093.0 PERFORMANCE EVALUATION 1093.0.1 Authorization: Act 688 of 2009 amends Arkansas Code Annotated 21-5-1101 to provide a performance-based merit increase pay system based on employee performance evaluation.

More information

Effective Date: November 14, 2003 Page 1 of 1

Effective Date: November 14, 2003 Page 1 of 1 1086.0.0 DHS MEDIATION/GRIEVANCE POLICY (Gov s Proclamations EO 86-1, 7-16-85 & EO93-01, 7-1-93) 1086.0.1 This policy establishes procedures for resolving workplace disputes and disciplinary issues. 1086.0.2

More information

MIDLANDS TECHNICAL COLLEGE PROCEDURE

MIDLANDS TECHNICAL COLLEGE PROCEDURE MIDLANDS TECHNICAL COLLEGE PROCEDURE Title Revision Number Page Number Temporary Grant Positions/Employment 3 1 of 5 2.1.13 Based on Policy Number and Title: Midlands Technical College Policy 2.1 Employment

More information

PERFORMANCE EVALUATIONS

PERFORMANCE EVALUATIONS PERFORMANCE EVALUATIONS INDEX CODE: 707 EFFECTIVE DATE: 07-06-15 Contents: I. Policy II. Objectives of Performance Evaluation III. Elements of the System IV. Responsibilities V. Frequency & Types VI. Utilization

More information

PERFORMANCE MANAGEMENT

PERFORMANCE MANAGEMENT HOSPITAL NAME INSTITUTIONAL POLICY AND PROCEDURE (IPP) Department: Manual: Section: TITLE/DESCRIPTION POLICY NUMBER PERFORMANCE MANAGEMENT EFFECTIVE DATE REVIEW DUE REPLACES NUMBER NO. OF PAGES APPROVED

More information

The Colorado Department of Regulatory Agencies (DORA) Performance Management Program Updated - April, 2009

The Colorado Department of Regulatory Agencies (DORA) Performance Management Program Updated - April, 2009 The Colorado Department of Regulatory Agencies (DORA) Performance Management Program Updated - April, 2009 Background This document provides details of the Department of Regulatory Agencies Performance

More information

State Human Resources Regulations. The following definitions should be used in conjunction with these Regulations.

State Human Resources Regulations. The following definitions should be used in conjunction with these Regulations. 19-700 DEFINITIONS The following definitions should be used in conjunction with these Regulations. ACADEMIC PERSONNEL presidents, provosts, vice-presidents, deans, teaching and research staffs, and others

More information

SOUTH CAROLINA STATE UNIVERSITY PERSONNEL POLICIES AND PROCEDURES MANUAL

SOUTH CAROLINA STATE UNIVERSITY PERSONNEL POLICIES AND PROCEDURES MANUAL SECTION: Employee Relations Section: VII Subject: G SUBJECT: Employee Performance Management System (EPMS) Effective: 01/17/13 Revised: 10/17/12 THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT

More information

COLORADO STATE UNIVERSITY - PUEBLO PERFORMANCE MANAGEMENT PROGRAM

COLORADO STATE UNIVERSITY - PUEBLO PERFORMANCE MANAGEMENT PROGRAM COLORADO STATE UNIVERSITY - PUEBLO PERFORMANCE MANAGEMENT PROGRAM Mission Statement: There is hereby established a University at Pueblo, to be known as Colorado State University Pueblo, which shall be

More information

This grievance resolution procedure establishes guidelines for the prompt and equitable

This grievance resolution procedure establishes guidelines for the prompt and equitable Employee Grievance Resolution Procedures... 1 I. Grievance Manager Designation... 2 II. Definition and Scope... 2 A. Promotion... 2 B. Classification... 3 C. Discipline... 3 D. Leave... 3 E. Employee Performance

More information

When Completed: This procedure is performed whenever personnel actions are needed.

When Completed: This procedure is performed whenever personnel actions are needed. Effective Date: April 27, 2015 Revised Date: April 20, 2015 Prepared By: Stacie Bell Approved By: Mona Adkins-Easley Next Review Date: April 27, 2016 Title: Purpose: Scope: Personnel Action Form Procedure

More information

The information contained in this guideline is the processes typically recommended by Human Resource Services (HRS).

The information contained in this guideline is the processes typically recommended by Human Resource Services (HRS). The information contained in this guideline is the processes typically recommended by Human Resource Services (HRS). Neither these guidelines nor any University policies, procedures, or practices shall

More information

MONTANA UNIVERSITY SYSTEM STAFF COMPENSATION PLAN Pay Guidelines

MONTANA UNIVERSITY SYSTEM STAFF COMPENSATION PLAN Pay Guidelines MONTANA UNIVERSITY SYSTEM STAFF COMPENSATION PLAN Pay Guidelines Effective Date: PENDING FINAL APPROVAL Approved by: PENDING FINAL APPROVAL Commissioner of Higher Education 1.0 General Principles 1.1 Applicability

More information

F. PERFORMANCE APPRAISAL AND DEVELOPMENT SYSTEM

F. PERFORMANCE APPRAISAL AND DEVELOPMENT SYSTEM F. PERFORMANCE APPRAISAL AND DEVELOPMENT SYSTEM GENERAL POLICY It is the policy of Scott County to regularly evaluate the work performance of its employees and provide them with relevant feedback to enable

More information

TECHNICAL GUIDANCE PERFORMANCE MANAGEMENT

TECHNICAL GUIDANCE PERFORMANCE MANAGEMENT TECHNICAL GUIDANCE PERFORMANCE MANAGEMENT Prepared by the Division of Human Resources in the Department of Personnel & Administration. Issued March 17, 2014. GENERAL This document is for use by human resources

More information

DEFINITIONS. Annual Appraisal the performance evaluation conducted once a year that goes in an employee s permanent record.

DEFINITIONS. Annual Appraisal the performance evaluation conducted once a year that goes in an employee s permanent record. DEFINITIONS Annual Appraisal the performance evaluation conducted once a year that goes in an employee s permanent record. Appointing Authority Agency head or designee who is responsible for final review

More information

Employee Performance Evaluation System

Employee Performance Evaluation System Employee Performance Evaluation System Evaluator Handbook (June 2015) Personnel Cabinet Department of Human Resources Administration Performance Management Program State Office Building 501 High Street

More information

HUMAN RESOURCES MANAGEMENT POLICY EMPLOYMENT PROCEDURE

HUMAN RESOURCES MANAGEMENT POLICY EMPLOYMENT PROCEDURE HUMAN RESOURCES MANAGEMENT POLICY EMPLOYMENT PROCEDURE POLICY 04 NOTE: THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE MEDICAL UNIVERSITY OF SOUTH

More information

James Madison University Salary Administration Plan

James Madison University Salary Administration Plan James Madison University Salary Administration Plan Date of Current Revision: September 2014 Click the link below to be taken to a specific section. Overview Pay Practices Pay Practice Chart Reassignment

More information

TECHNICAL GUIDANCE EMPLOYEE STATUS WITHIN THE STATE PERSONNEL SYSTEM

TECHNICAL GUIDANCE EMPLOYEE STATUS WITHIN THE STATE PERSONNEL SYSTEM TECHNICAL GUIDANCE EMPLOYEE STATUS WITHIN THE STATE PERSONNEL SYSTEM Prepared by the Division of Human Resources in the Department of Personnel & Administration. Revised January 2013. GENERAL The purpose

More information

SECTION IX. 9.01 Purpose

SECTION IX. 9.01 Purpose SECTION IX EMPLOYEE PERFORMANCE APPRAISAL 9.01 Purpose The Employee Performance Appraisal System provides to employees, descriptions and evaluations of work expectations. The current system is an enhancement

More information

PERFORMANCE ASSESSMENT AND COMMUNICATION SYSTEM (PACS)

PERFORMANCE ASSESSMENT AND COMMUNICATION SYSTEM (PACS) PERFORMANCE ASSESSMENT AND COMMUNICATION SYSTEM (PACS) 1. DATE ISSUED CHAPTER S430_1 2. EMPLOYEES COVERED 3. LAW AND REGULATION 4. SSA DELEGATIONS OF AUTHORITY 5. SSA POLICY 5.1. Introduction 5.2. Overview

More information

PART I D.C. PERSONNEL REGULATIONS CHAPTER 14 PERFORMANCE MANAGEMENT CONTENTS

PART I D.C. PERSONNEL REGULATIONS CHAPTER 14 PERFORMANCE MANAGEMENT CONTENTS CHAPTER 14 PERFORMANCE MANAGEMENT 14-I-i Section PART I D.C. PERSONNEL REGULATIONS CHAPTER 14 PERFORMANCE MANAGEMENT CONTENTS Page 1400 APPLICABILITY...... 1 1401 EXCLUSIONS... 1 1402 PURPOSE... 2 1403

More information

CHAPTER 9 TECHNICIAN PERFORMANCE APPRAISAL SYSTEM. Section I General. 1-2. Basic Requirements. This chapter requires that Performance Plans:

CHAPTER 9 TECHNICIAN PERFORMANCE APPRAISAL SYSTEM. Section I General. 1-2. Basic Requirements. This chapter requires that Performance Plans: CHAPTER 9 TECHNICIAN PERFORMANCE APPRAISAL SYSTEM Section I General 1-1. Purpose. This chapter establishes the Performance Appraisal Program for National Guard Technicians and is consistent with Title

More information

DETERMINATION OF SALARY SCHEDULES

DETERMINATION OF SALARY SCHEDULES CHAPTER XII: SALARIES, OVERTIME PAY, AND BENEFITS RULE 12.1 DETERMINATION OF SALARY SCHEDULES Section 12.1.1 Fixing Annual Salary Schedules 12.1.2 Factors in Salary Determination 12.1.3 Salary Studies

More information

Performance Management Toolkit. Pennsylvania Department of Public Welfare. Office of Children, Youth and Families

Performance Management Toolkit. Pennsylvania Department of Public Welfare. Office of Children, Youth and Families Performance Management Toolkit Pennsylvania Department of Public Welfare Office of Children, Youth and Families June 2012 PERFORMANCE STANDARDS TOOLKIT The toolkit includes the following resources: Management

More information

PERFORMANCE MANAGEMENT PROGRAM

PERFORMANCE MANAGEMENT PROGRAM Court Services and Offender Supervision Agency for the District of Columbia POLICY STATEMENT PERFORMANCE MANAGEMENT PROGRAM I. COVERAGE This Policy Statement covers all Court Services and Offender Supervision

More information

Agency 016.14 1069.0 RECRUITMENT PROGRAM. 1069.1.0 Implementation and Modification

Agency 016.14 1069.0 RECRUITMENT PROGRAM. 1069.1.0 Implementation and Modification 1069.0 RECRUITMENT PROGRAM Agency 016.14 1069.1.0 Implementation and Modification 1069.1.1 The Department of Human Services (DHS) Career Opportunities Policy and the procedures that implement it will be

More information

Chapter 8: Performance Appraisal. Performance appraisal addresses the following objectives:

Chapter 8: Performance Appraisal. Performance appraisal addresses the following objectives: Chapter 8: Performance Appraisal Section 8-1: General Performance appraisal addresses the following objectives: Provides a basis for the determination of the level of performance, to involve the employee

More information

Department of Management Services Division of Human Resource Management PROGRAM GUIDELINES

Department of Management Services Division of Human Resource Management PROGRAM GUIDELINES Department of Management Services Division of Human Resource Management PROGRAM GUIDELINES SUBJECT: Administration of the Performance Management Process STATUTORY/RULE REFERENCE: EFFECTIVE DATE: Section

More information

Alexander County Performance Evaluation Policy

Alexander County Performance Evaluation Policy Alexander County Performance Evaluation Policy Adopted: April 2, 2002 Revised August 4, 2003 I. INTRODUCTION The County of Alexander has recognized the relationship of position classification, job performance,

More information

CSEk 1811 ~ Civil Service Law SECTION 75. A Basic Primer. 143 Washington Avenue, Albany, New York 12210 Danny Donohue, President

CSEk 1811 ~ Civil Service Law SECTION 75. A Basic Primer. 143 Washington Avenue, Albany, New York 12210 Danny Donohue, President 1811 ~ Civil Service Law SECTION 75 A Basic Primer Since 1910 CSEk New York's LEADING Union 143 Washington Avenue, Albany, New York 12210 Danny Donohue, President csea, Inc. I Updated January 2013 CSEA

More information

Certificate Program Course Summary and Assessment Sample

Certificate Program Course Summary and Assessment Sample Certificate Program Course Summary and Assessment Sample Section I: Identification Certificate Program: SDC MDC HRC X. Participant: Wanta Graduate Employee ID#: XXXXXX Course title: HR Basics Date(s) course

More information

Colorado Department of Human Services Performance Management Program Implementation Plan

Colorado Department of Human Services Performance Management Program Implementation Plan Colorado Department of Human Services Performance Management Program Implementation Plan Approved by Department of Personnel and Administration on October 2014 I. INTRODUCTION COLORADO DEPARTMENT OF HUMAN

More information

Greenville County Compensation Plan

Greenville County Compensation Plan Greenville County Compensation Plan Purpose and Uses: This plan will assist County Offices and Departments to implement the Compensation Plan of 2002. The purpose of the plan is to utilize funds approved

More information

Classified Performance Planning and Evaluation Form

Classified Performance Planning and Evaluation Form Classified Performance Planning and Evaluation Form Employee Name: Employee S#: Position Number: Employee Job Title: College Name: Evaluation Period From: Department To: Red Rocks Commmunity College Supervisor

More information

Program Statement DISTRICT OF COLUMBIA DEPARTMENT OF CORRECTIONS. Number: 3210.2B Date: February 3, 2011 Supersedes: 3210.1A (5/30/01) Evaluations

Program Statement DISTRICT OF COLUMBIA DEPARTMENT OF CORRECTIONS. Number: 3210.2B Date: February 3, 2011 Supersedes: 3210.1A (5/30/01) Evaluations DISTRICT OF COLUMBIA DEPARTMENT OF CORRECTIONS Program Statement OPI: HRM Number: 3210.2B Date: February 3, 2011 Supersedes: 3210.1A (5/30/01) Subject: Performance Evaluations 1. PURPOSE AND SCOPE. To

More information

Staff Wage and Salary Guidelines

Staff Wage and Salary Guidelines Staff Wage and Salary Guidelines Preface These procedures apply to staff employed by the University of Southern California. In the event of a discrepancy between these procedures and guidelines and a collective

More information

Performance Appraisal Review Section 8.0

Performance Appraisal Review Section 8.0 8.0 PERFORMANCE APPRAISAL REVIEW 8.10 AUTHORITY AND SCOPE Section 25-9-119(2)(c)(ii)(B) Mississippi Code of 1972, Annotated, as amended, requires the State Personnel Board and Director to provide a system

More information

U.S. NUCLEAR REGULATORY COMMISSION MANAGEMENT DIRECTIVE (MD) Personnel Management Performance Appraisals, Awards and Training

U.S. NUCLEAR REGULATORY COMMISSION MANAGEMENT DIRECTIVE (MD) Personnel Management Performance Appraisals, Awards and Training U.S. NUCLEAR REGULATORY COMMISSION MANAGEMENT DIRECTIVE (MD) MD 10.67 Volume 10, Part 3: Approved By: GENERAL GRADE PERFORMANCE Personnel Management Performance Appraisals, Awards and Training Miriam Cohen

More information

Pay, Benefits and Leave (Human Resources Policy 7) Salary on Appointment

Pay, Benefits and Leave (Human Resources Policy 7) Salary on Appointment Pay, Benefits and Leave (Human Resources Policy 7) This policy is Current to April 12, 2016 This policy statement covers pay, benefits and leave for both excluded and bargaining unit employees appointed

More information

Eligible Registers, Certification, and Appointment

Eligible Registers, Certification, and Appointment Page 8 Rule III. Eligible Registers, Certification, and Appointment A. Eligible Registers The Director of Human Resources shall establish and maintain such eligible registers for the various job classifications

More information

Employment & Salary Administration Handbook for Non-Bargaining Unit Employees

Employment & Salary Administration Handbook for Non-Bargaining Unit Employees THE SCHOOL BOARD OF BROWARD COUNTY, FLORIDA Employment & Salary Administration Handbook for Non-Bargaining Unit Employees This handbook encompasses guidelines and administrative procedures that govern

More information

NUMBER: HR 1.57. Separation from University Service. DATE: August 1988. REVISED: April 19, 2016

NUMBER: HR 1.57. Separation from University Service. DATE: August 1988. REVISED: April 19, 2016 NUMBER: HR 1.57 SECTION: SUBJECT: Human Resources Separation from University Service DATE: August 1988 REVISED: April 19, 2016 Policy for: Procedure for: Authorized by: Issued by: All Campuses All Campuses

More information

Performance Appraisal System

Performance Appraisal System SUPERVISORY MANUAL Performance Appraisal System For a New Century State Workforce State of Hawaii Department of Human Resources Development July 1, 2001 PERFORMANCE APPRAISAL SYSTEM POLICY STATEMENT Public

More information

MADISON METROPOLITAN SCHOOL DISTRICT

MADISON METROPOLITAN SCHOOL DISTRICT MADISON METROPOLITAN SCHOOL DISTRICT HUMAN RESOURCE POLICIES AND PROCEDURES Subject: CHANGES IN STATUS: ADMINISTRATIVE STAFF Policy #: 3.01 Source(s): Board of Education's Affirmative Action Plan; Employee

More information

JOB AIDS AND RESOURCES FAQs Performance Evaluation System

JOB AIDS AND RESOURCES FAQs Performance Evaluation System General PES Questions What is PES? PES stands for Performance Evaluation System. It is the tool used to plan and measure employee performance on an annual basis. The Performance Evaluation System, or PES,

More information

Employee Compensation Plan Full-time Staff Administrative Procedures Guide

Employee Compensation Plan Full-time Staff Administrative Procedures Guide Employee Compensation Plan Full-time Staff Administrative Procedures Guide 2012-2013 2008 Texas Association of School Boards A. Organization Pay Plan Staff and Administrative Compensation Procedures (Collin

More information

Department of Homeland Security Management Directives System MD Number: 3181 Issue Date: 3/23/2006 PERFORMANCE MANAGEMENT

Department of Homeland Security Management Directives System MD Number: 3181 Issue Date: 3/23/2006 PERFORMANCE MANAGEMENT Department of Homeland Security Management Directives System MD Number: 3181 Issue Date: 3/23/2006 PERFORMANCE MANAGEMENT I. Purpose This Management Directive (MD) is an implementing directive as defined

More information

Human Resources CAPABILITY POLICY & PROCEDURE. September 2012 Updated June 2015. 1 of 18

Human Resources CAPABILITY POLICY & PROCEDURE. September 2012 Updated June 2015. 1 of 18 Human Resources CAPABILITY POLICY & PROCEDURE September 2012 Updated June 2015 1 of 18 1. Purpose and Scope The procedures set out in this document apply to all University staff and aim to: Demonstrate

More information

Interim Performance Management System for Positions Transitioning to the GS from NSPS. Department of the Navy Handbook. Version 2.

Interim Performance Management System for Positions Transitioning to the GS from NSPS. Department of the Navy Handbook. Version 2. Interim Performance Management System for Positions Transitioning to the GS from NSPS Department of the Navy Handbook Version 2.0 September 2010 Table of Contents INTRODUCTION 3 BACKGROUND 3 WHO IS COVERED?

More information

SMITHSONIAN DIRECTIVE 212, Federal Personnel Handbook, Chapter 430 NON-SENIOR-LEVEL PERFORMANCE APPRAISAL PROGRAM

SMITHSONIAN DIRECTIVE 212, Federal Personnel Handbook, Chapter 430 NON-SENIOR-LEVEL PERFORMANCE APPRAISAL PROGRAM SMITHSONIAN DIRECTIVE 212, Federal Personnel Handbook, Chapter 430 September 30, 2010 NON-SENIOR-LEVEL PERFORMANCE APPRAISAL PROGRAM Purpose 1 Policy 1 Coverage 2 Exclusions 2 Definitions 3 Responsibilities

More information

3300 PERFORMANCE EVALUATION SYSTEM 3301 PROBATIONARY SYSTEM. A. Policy

3300 PERFORMANCE EVALUATION SYSTEM 3301 PROBATIONARY SYSTEM. A. Policy 3300 PERFORMANCE EVALUATION SYSTEM 3301 PROBATIONARY SYSTEM A. Policy The probationary system ensures that newly hired or promoted employees are aware of the expectations of their supervisors and are apprised

More information

PERFORMANCE EVALUATION FOR POLICE EMPLOYEES

PERFORMANCE EVALUATION FOR POLICE EMPLOYEES PERFORMANCE EVALUATION FOR POLICE EMPLOYEES FUNCTION CODE: 370 EFFECTIVE DATE: 01-11-99 Contents: I. Policy II. Objectives III. Raters' Responsibilities IV. Review Process V. Probationary Employees VI.

More information

PERFORMANCE MANAGEMENT SYSTEM

PERFORMANCE MANAGEMENT SYSTEM North Carolina Department of Administration PERFORMANCE MANAGEMENT SYSTEM POLICY STATEMENT - Annual performance appraisals are required for all Department of Administration employees. Performance expectations

More information

COLORADO DEPARTMENT PERFORMANCE MANAGEMENT PROGRAM IMPLEMENTATION PLAN STATE OF COLORADO PERFORMANCE MANAGEMENT SYSTEM OF TRANSPORTATION JANUARY 2016

COLORADO DEPARTMENT PERFORMANCE MANAGEMENT PROGRAM IMPLEMENTATION PLAN STATE OF COLORADO PERFORMANCE MANAGEMENT SYSTEM OF TRANSPORTATION JANUARY 2016 STATE OF COLORADO PERFORMANCE MANAGEMENT SYSTEM COLORADO DEPARTMENT OF TRANSPORTATION PERFORMANCE MANAGEMENT PROGRAM IMPLEMENTATION PLAN JANUARY 2016 Approved by Department of Personnel and Administration

More information

SFCC PERSONAL LEARNING AND ACCOUNTABILITY OF STAFF EMPLOYEE PERFORMANCE ASSESSMENTAPPRAISAL POLICY 4-38

SFCC PERSONAL LEARNING AND ACCOUNTABILITY OF STAFF EMPLOYEE PERFORMANCE ASSESSMENTAPPRAISAL POLICY 4-38 SFCC PERSONAL LEARNING AND ACCOUNTABILITY OF STAFF EMPLOYEE PERFORMANCE ASSESSMENTAPPRAISAL POLICY 4-38 Policy Overview The purpose of this policy is to provide guidance for the assessmentappraisal of

More information

HUMAN RESOURCES POLICY Fauquier County, Virginia. Policy Title: Position Classification Plan Effective Date: 03/18/0211-13-08

HUMAN RESOURCES POLICY Fauquier County, Virginia. Policy Title: Position Classification Plan Effective Date: 03/18/0211-13-08 HUMAN RESOURCES POLICY Fauquier County, Virginia Policy Title: Position Classification Plan Effective Date: 03/18/0211-13-08 : 23 Supersedes Policy: 12/1/9903-18-02 I. PURPOSE It is the objective of the

More information

Performance Evaluation System

Performance Evaluation System Performance Evaluation System Table of Contents SECTION 1 Overview Chapter 10 SECTION 2 SECTION 3 PES Timeframes PES Roles Evaluating Supervisor Responsibilities 2nd Level Evaluator Responsibilities Appointing

More information

Performance Evaluation Guide for Classified Staff Employees. Classified Staff Performance Evaluation Program

Performance Evaluation Guide for Classified Staff Employees. Classified Staff Performance Evaluation Program Performance Evaluation Guide for Classified Staff Employees Classified Staff Performance Evaluation Program June 2011 Performance Evaluation Guide for Classifed Staff Employees TABLE OF CONTENTS Preamble...

More information

Department of Veterans Affairs VA HANDBOOK 5013/1. November 18, 2003 PERFORMANCE MANAGEMENT SYSTEMS

Department of Veterans Affairs VA HANDBOOK 5013/1. November 18, 2003 PERFORMANCE MANAGEMENT SYSTEMS Department of Veterans Affairs VA HANDBOOK 5013/1 Washington, DC 20420 Transmittal Sheet November 18, 2003 PERFORMANCE MANAGEMENT SYSTEMS 1. REASON FOR ISSUE: To revise Department of Veterans Affairs (VA)

More information

Human Resources Manual Instruction 330-2: Career Transition Assistance Plan Issue Date: 01/29/2009

Human Resources Manual Instruction 330-2: Career Transition Assistance Plan Issue Date: 01/29/2009 1 Material Transmitted: Department of Health and Human Services (HHS) Instruction 330-2, Career Transition Assistance Plan, dated January 29, 2009. Material Superseded: This Instruction supersedes HHS

More information

How To Get A Grade At A College

How To Get A Grade At A College Page 1 of 21 (1) GRADING SYSTEM: ACHIEVEMENT AT COLUMBUS STATE COMMUNITY COLLEGE (CSCC) Letter grades based on student achievement will be assigned to students enrolled in individual degree-credit courses

More information

NUMBER: HR 1.06. July 1, 1995 (Rev.) REVISED April 15, 2014. Division of Human Resources

NUMBER: HR 1.06. July 1, 1995 (Rev.) REVISED April 15, 2014. Division of Human Resources NUMBER: HR 1.06 SECTION: SUBJECT: DATE: Human Resources Sick Leave July 1, 1995 (Rev.) REVISED April 15, 2014 Policy for: Procedure for: Authorized by: Issued by: All Campuses All Campuses Chris Byrd Division

More information

~~4 <l,.p. Human Resources Director

~~4 <l,.p. Human Resources Director Approved: City of Riverside, California Human Resources Policy and Procedure Manual ~~4

More information

B. Any of the following constitute cause for disciplinary actions: 5. Insubordination or willful disobedience, including conduct which is unruly;

B. Any of the following constitute cause for disciplinary actions: 5. Insubordination or willful disobedience, including conduct which is unruly; PIMA COUNTY LAW ENFORCEMENT MERIT SYSTEM RULES Page 1 XII-1 GENERAL A. A disciplinary action is an action taken only for cause to correct inappropriate performance or other work-related behavior. The degree

More information

COLORADO SCHOOL OF MINES PERFORMANCE MANAGEMENT PROGRAM Revised October 1, 2008

COLORADO SCHOOL OF MINES PERFORMANCE MANAGEMENT PROGRAM Revised October 1, 2008 COLORADO SCHOOL OF MINES PERFORMANCE MANAGEMENT PROGRAM Revised October 1, 2008 I. HISTORY Since 1945, classified employees of the State of Colorado have been paid under a grade and step system where salaries

More information

NUMBER: HR 1.03. DATE: August 1988. REVISED: April 14, 2014. Division of Human Resources

NUMBER: HR 1.03. DATE: August 1988. REVISED: April 14, 2014. Division of Human Resources NUMBER: HR 1.03 SECTION: SUBJECT: Human Resources Annual Leave DATE: August 1988 REVISED: April 14, 2014 POLICY FOR: PROCEDURE FOR: AUTHORIZED BY: ISSUED BY: All Campuses All Campuses Chris Byrd Division

More information

1. ISSUING AGENCY: The Human Resources Department.

1. ISSUING AGENCY: The Human Resources Department. 5 PART 1 1. ISSUING AGENCY: The Human Resources Department. 2. SCOPE: These rules have general applicability to all prospective and current employees, classified and unclassified, including but not limited

More information

PERFORMANCE EVALUATION FORM

PERFORMANCE EVALUATION FORM UNIVERSITY OF CALIFORNIA - OFFICE OF THE PRESIDENT PERFORMANCE EVALUATION FORM Employee Name Dept.: Division Unit: Job Title Period covered by this evaluation Type of evaluation Probationary From: / /

More information

ADMINISTRATIVE DIRECTIVE

ADMINISTRATIVE DIRECTIVE State of Connecticut Department of Correction Directive Number Page 1 of 5 Approved By: ADMINISTRATIVE DIRECTIVE Supersedes, Dated 12/15/2005 Commissioner Scott Semple 1. Policy. The Department of Correction

More information

Civil Service Performance Management System

Civil Service Performance Management System Civil Service Performance Management System A handbook for Supervisors on how to conduct performance planning, mid-term progress review and annual appraisal meetings. Table of Contents 1 Abbreviations...

More information

Pueblo Community College Performance Management Program for Classified Employees Revised 7-22-15. I. Introduction

Pueblo Community College Performance Management Program for Classified Employees Revised 7-22-15. I. Introduction Pueblo Community College Performance Management Program for Classified Employees Revised 7-22-15 I. Introduction The purpose of the Pueblo Community College Performance Management Program for classified

More information

Missouri Department of Natural Resources Administrative Policies and Procedures

Missouri Department of Natural Resources Administrative Policies and Procedures The Department of strives to be consistent and equitable in salary compensation for our employees. REFERENCES Personnel Selection, Appointment, Evaluation and Separation: 1 CSR 20-3 Related DNR Policies

More information

Overview of the Reduction in Force (RIF) Process. Human Resources Office Bureau of Indian Education Title 5 Positions

Overview of the Reduction in Force (RIF) Process. Human Resources Office Bureau of Indian Education Title 5 Positions Overview of the Reduction in Force (RIF) Process Human Resources Office Bureau of Indian Education Title 5 Positions Definition for RIF Competitive Area This is an established geographical and Organizational

More information

Northwest Florida State College Career Service Salary Schedule 2015-2016

Northwest Florida State College Career Service Salary Schedule 2015-2016 Northwest Florida State College Career Service Salary Schedule All Career Service employees will serve for either twelve (12) months of full-time service or nine (9) months in accordance with the provisions

More information

Purpose and Objectives. Cornell s Philosophy on Discipline

Purpose and Objectives. Cornell s Philosophy on Discipline Purpose and Objectives PURPOSE This document is being provided to define effective and positive ways to correct performance and behavior through the use of the progressive discipline process. Cornell s

More information

MS 620 Direct Hire Merit Selection and Promotion

MS 620 Direct Hire Merit Selection and Promotion MS 620 Direct Hire Merit Selection and Promotion Effective Date: January 7, 2013 Responsible Office: Human Resource Management Supersedes: 2/2/11; 07/05/95; MS 620-1/9/84, 11/22/76 MS261-8/4/87 Related

More information

TITLE: Employee Performance Evaluations

TITLE: Employee Performance Evaluations Courage Responsibility Ethics Dedication - CREDibly serving the public safety of New Mexico ISSUE DATE: 11/08/85 REVIEW/REVISED: 02/23/15 EFFECTIVE DATE: 11/22/85 CD-032100 TITLE: Employee Performance

More information

HHS Transmittal 96.11 Personnel Manual Issue Date: 5/20/96. Material Transmitted: HHS Instruction 531-2, Setting Salary. Material Superseded:

HHS Transmittal 96.11 Personnel Manual Issue Date: 5/20/96. Material Transmitted: HHS Instruction 531-2, Setting Salary. Material Superseded: HHS Transmittal 96.11 Issue Date: 5/20/96 Material Transmitted: HHS Instruction 531-2, Setting Salary Material Superseded: HHS Instruction 531-2 (all) HHS Instruction 532-5 (all) HHS Instruction 536-1

More information

POLICY STATEMENT AND REGULATIONS

POLICY STATEMENT AND REGULATIONS POLICY STATEMENT AND REGULATIONS Number 100.16 EXEMPT STAFF PERFORMANCE APPRAISAL POLICY POLICY: All exempt District staff shall have their performance reviewed 1) twice during any probationary period

More information

US Geological Survey. Office of Human Resources Customer Service Plan

US Geological Survey. Office of Human Resources Customer Service Plan US Geological Survey Office of Human Resources Customer Service Plan Table of Contents Human Resources Customer Service Plan... 3 Introduction - Vision and Mission Statements... 3 Codes of Conduct... 3

More information

Staff Classification and Compensation Manual

Staff Classification and Compensation Manual Division of Human Resources, Diversity and Inclusion Human Resources P.O. Box 6806, Fullerton, CA 92834-6806 / Tel 657-278-2425 / Fax 657-278-7188 Human Resources Staff Classification and Compensation

More information