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Employees are rated annually using the standards based performance scale shown on the right using alpha categories (E,AA,S or U).
PERFORMANCE RATING SCALE
E= EXCEEDS STANDARD - A rating reflecting the performance of the duties and responsibilities of the job and productivity at a level that substantially exceeds the “Above
Average” level of performance.
AA=ABOVE AVERAGE - A rating reflecting the performance of the duties and responsibilities of the job at a level which is above the “Satisfactory” level of performance.
S=SATISFACTORY - A rating reflecting the performance of the duties and responsibilities which demonstrates competency in the performance of the duties and responsibilities of the job.
U=UNSATISFACTORY -A rating reflecting the performance of the duties and responsibilities at a level that is consistently unacceptable in accuracy, quality, or timeliness.Introduction to the Classified Staff Performance Evaluation Process
Error B: Tendency to make an initial favorable or unfavorable judgment about an employee that is not justified by the employee’s subsequent job behavior.
Error C: Inappropriate generalization from one aspect of a person’s performance to all aspects of the person’s job performance.
Solution A: Base evaluation on per-determined job performance.
Solution B: Reserve judgment until end of rating period. Be a note taker more than an evaluator during the interval.
Solution C: Don’t listen to comments about an employee until you have made your own evaluation. A person may perform well in one duty area while performing poorly in another.Some Common Rater Errors
Error E: Consistently rating employees at the midpoint of a scale.
Error F: Consistently rating employees at the low or high end of the scale.
Solution D: Make certain all criteria on which employees are evaluated are clearly job related.
Solution E: Record exactly the performance observed. Compare what you record with the standards.
Solution F: Rate the employee’s performance of the key responsibilities in relation to the performance standards of the position.More Common Rater Errors
STEP 1 - Develop standards for new employees within thirty (30) days of hire.
STEP 2 - Forward signed copy of evaluation at the beginning of rating period signed by employee and supervisor (signatures for the beginning of rating period are placed at top part of page 4) to Human Resources.
STEP 3 - Maintain original copy as employee file.
STEP 4 - Document performance during evaluation period.
STEP 5 - Complete evaluation for new employee six (6) months after initial hire date.
STEP 6 - Complete annual evaluation thereafter at least (30) days prior to employee anniversary date (one year from date of hire).
STEP 7 - Forward the completed evaluation signed by employee and supervisor ( signatures for the end of the rating period are placed at bottom half of page 4) to HR.
STEP 8 - Repeat STEP 2 above to began new rating period on an annual basis.
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