Performance Planning/Bonuses/Evaluations by 07i03sSN

VIEWS: 0 PAGES: 2

									                          PUBLIC EMPLOYEE PERFORMANCE
                               EVALUATION SYSTEM


Public Employee Performance Evaluation System

Section 110.224, Florida Statutes, provides that an employee performance evaluation system be
established as a basis for evaluating and improving the performance of the State’s workforce. The
system also provides a basis for:

      Informing employees of their strong and weak points by increasing communication between
       supervisor and employee.
        Providing employees with an oral and written assessment of their performance.
        Developing a plan of action for improvement of the employee’s performance when
           needed.
      Identifying training and career pathing needs.
      Awarding performance-based salary increases and annual lump-sum bonuses.

Performance Planning and Evaluation

Employees should have a current position description (i.e., formal work plan or performance
contract) anchored to the core missions of the work unit and the agency. Supervisors should be
responsible for meeting with each employee at the beginning of the evaluation period to develop
a performance plan and review expectations or core competencies. The employee’s plan should
contain specific performance expectations or core competencies based on the duties of the
position and the performance plan should serve as a written contract for defined and negotiated
work expectations. Performance plans are not intended to account for all assignments and work
expectations, only those identified as critical or of high priority. The employee’s performance
should reinforce the agency’s mission.

Supervisors shall conduct performance evaluations for employees at least annually. The
attached forms may be altered for annual, semi-annual or quarterly evaluations. These forms
may be used more frequently, if at any time, an employee is not achieving expectations. The
supervisor shall document any deficiencies in an evaluation immediately, identify corrective
actions required by the employee before the next evaluation date and discuss this with the
employee.

Performance Evaluation Rating Scale:

The performance evaluation rating scale for both the supervisor and the peer evaluation is as
follows:
1 - Employee performance is consistently below expectations.
2 - Employee performance sometimes meets expectations but needs improvement.
3 - Employee performance consistently achieves expectations.
4 - Employee performance often exceeds expectations.
5 - Employee performance far exceeds expectations.

N - No longer applicable/unable to determine


Eff. 9/17/02                                    1
Supervisor’s Annual Performance Evaluation:

Adding the score from each performance expectation or competency and dividing the sum by the
number of expectations assessed will provide the employee’s annual supervisor rating. Employee
ratings can be calculated as follows:

Total of all scores          divided by number of expectations scored          =         (Annual
Supervisor’s Rating)

Peer Input:

An agency shall incorporate peer input into the annual performance evaluation or as a post-
evaluation component for bonus determination.

Definition of a peer:

An employee's co-workers or individuals other than the employee's supervisor who are familiar
with the employee's performance, work products and/or services. Peers do not include relatives as
defined in Chapter 112, F.S.

Peers within a work unit shall evaluate each of the established performance expectations or
agency-specified competencies using the same rating scale used by supervisors and provide
comments when rating employees. If the peer has no knowledge of the co-worker’s performance
on a specific expectation, the peer should rate the expectation as “N” (“unable to determine”)
which would indicate that the peer had no knowledge on which to base an assessment of that
particular expectation. Adding the score from each performance expectation and dividing the sum
by the number of expectations assessed will provide the annual peer rating. The combined peer
rating will be calculated as follows:

Total of all peer ratings       divided by number of peers       =       (Combined Annual Peer
Rating).

Forms – Templates*

    Supervisor’s Planning and Evaluation Form
    Annual Peer Review Form
    Special Recognition Processing Form
    Career Pathing and Performance Enhancement Plan
    Employee Achievement Log

*These forms are templates only. Each agency must have the supervisor’s form, peer review form
and processing form based on these templates. Other forms are example templates. Many agencies
have their own unique forms to accomplish same goals. Examples of other forms:

          - 360 Degree evaluation forms
          - Self Assessment forms
          - Performance Improvement Plan forms




Eff. 9/17/02                                     2

								
To top