PERFORMANCE ELEMENTS AND STANDARDS. Performance standards shall be fair, objective, reasonable, and related to the em- ployee’s official position. Performance standards describe the expectations or requirements established by Management for critical and noncritical elements.
PERFORMANCE ELEMENTS AND STANDARDS. Performance standards shall be fair, objective, reasonable, and related to the employee’s official position. Performance standards describe the expectations or requirements established by Management for critical and noncritical elements.
PERFORMANCE ELEMENTS AND STANDARDS. 1) Employees will continue to operate under their existing elements and standards until such time that the Department issues updated priorities and objectives for the next fiscal year. Performance plans will be issued no later than thirty (30) calendar days from when the priorities and objectives are issued for the next fiscal year. The final authority for establishing elements and standards rests with the Employer. The Employer shall determine if performance standards should be comparable for subordinates with the same position, title, series, grade, and duties within a unit. Performance elements and standards will be based on work assignments and responsibilities of the employee’s position. Each employee will have at least three (3) critical elements, but no more than five (5). The rating official should strive to describe performance standards in words and phrases that denote objectively verifiable qualities of the work performed.
PERFORMANCE ELEMENTS AND STANDARDS. (yellow sections on form) Supervisors and employees must develop performance elements and standards in consultation at the beginning of the rating cycle. Part I of the form provides space for the supervisor and the employee to certify that the required discussion and consultation took place. Although review of performance agreements by a reviewing official to ensure appropriate levels of quality and difficulty of performance requirements is encouraged, it is not required.
PERFORMANCE ELEMENTS AND STANDARDS. Employees will be provided with written elements and standards. The final authority for establishing elements and standards rests with the Employer. The Employer shall determine if performance standards should be comparable for subordinates with the same position, title, series, grade, and duties within a unit. In resolution of disputes that challenge the legality of standards, the Union will be permitted to review all similar standards in the unit. Performance elements and standards will be based on work assignments and responsibilities of the employee’s position. Each employee will have at least one critical element. The rating official should strive to describe performance standards in words and phrases that denote objectively verifiable qualities of the work performed. The Employer will define performance required to achieve the “Meets Fully Successful” level of performance for all elements of employees’ performance plans. Upon request from an employee, the employee’s supervisor will discuss performance expectations at other levels. Employee input and involvement in the development of performance elements and standards will be encouraged. The supervisor may allow individual employees or work units with comparable duties to develop or propose changes to elements and standards. However, the supervisor has the final authority to approve, reject, or alter the proposals. During the process of providing input, employees may consult with union representatives if they choose to do so. After consideration of any employee input, performance elements and standards shall be communicated in writing and discussed with each employee prior to the beginning of the rating period and whenever elements and/or standards change. The performance plan will be signed and dated by the employee and the rating official. By signing, the employee signifies only receipt of the plan, not necessarily agreement. If an employee has an objection to the final elements or standards, he/she may note the objections in writing and attach them to the official performance plan. Ratings may be grieved. However, the substance of elements and standards cannot be grieved unless it is alleged that a law or regulation was violated. Elements and standards should be reviewed at least once a year, normally at the beginning of the rating period, to ensure that they are still relevant to the work actually performed by the employee. An action or a failure to act that occurred prior to the communication of ...
PERFORMANCE ELEMENTS AND STANDARDS. All performance appraisals will be based on individual performance plans, which consist of performance elements and performance standards. Elements and standards must be based on the requirements of the employee’s position. Communication between the supervisor and the employee is essential. The identification of performance elements and the establishment of performance standards require joint participation of the supervisor and the employee in developing plans. Elements for bargaining unit employees must contain at least one critical and one non-critical but not more than ten total elements in their Performance Work Plans. All elements and standards shall be communicated in writing and discussed with each employee at the beginning of the rating period and when the elements and standards change. Final authority for establishing elements and standards rests with the supervisory official. In the joint development of Performance Work Plans, Exhibit A and Exhibit B of RD Instruction 2060-A will be utilized.
