New York Codes, Rules and Regulations › Title 9 - EXECUTIVE DEPARTMENT › Subtitle C - Division of the Budget › Part 148 - Performance Advancement Payments And Performance Award Payments For Employees In The Administrative Services, Institutional Services, And Operational Services Negotiating Units › Section 148.3 - Performance evaluation

Current through Register Vol. 46, No. 28, July 10, 2024
(a)
				Employees covered by this Part shall be evaluated every six months from the
				time of appointment to a salary grade.
(b) An employee must be on the payroll at the
				time of rating. Employees will not be evaluated for any period in unpaid leave
				status. When an employee is off the payroll or in less than regular full-pay
				status for a full payroll period or more, the employee's rating period is to be
				extended by the same amount of time (in multiples of full payroll periods).
				Each rating period will cover six months in paid status, which need not be
				continuous service.
(c) The
				performance of each employee shall be rated at one of the following three
				levels:
(1) Outstanding. The employee's
				performance is clearly exceptional in comparison with performance expectations.
				The employee's performance consistently exceeds all performance expectations
				for the job. The employee can be relied upon to perform the most difficult and
				complex assignments in an independent and timely manner. Work is always
				completed in an accurate and appropriate manner. This exceptional performance
				causes the employee to stand out among other employees in the work
				unit.
(2) Effective.
(i) This is a broad category which covers a
				wide range of employees, all of whom are performing acceptably. It is the
				expected and usual level of performance.
(ii) The employee usually meets and sometimes
				exceeds performance expectations for the job. The employee generally performs
				assigned tasks/duties in a good, competent manner and may be recognized as a
				particular asset to the work unit. The employee can be given assignments with
				confidence that generally they will be completed in an efficient, effective
				manner. The employee's performance may be characterized by the completion of
				more difficult assignments, or in the completion of regular assignments more
				effectively or rapidly than generally expected.
(iii) An effective employee may also be
				characterized as meeting minimal performance expectations for the job. There
				may be areas of performance which should be improved. The employee may meet
				performance expectations for certain tasks or assignments, but some assignments
				may require extra follow-up and direction by the supervisor, or the supervisor
				may feel it necessary to withhold certain assignments from the
				employee.
(3)
				Unsatisfactory. Generally, the employee does not meet expectations for many of
				the important tasks/duties of this job. The employee frequently fails to meet
				reasonable expectations for routine tasks and/or occasionally fails to meet
				performance expectations in carrying out critical assignments. There is need
				for immediate and significant improvement in performance.