New York Codes, Rules and Regulations › Title 9 - EXECUTIVE DEPARTMENT › Subtitle C - Division of the Budget › Part 151 - System Of Performance Evaluation And Advances For Employees In The Professional, Scientific And Technical Services Negotiating Unit › Section 151.4 - Performance evaluation

Current through Register Vol. 46, No. 28, July 10, 2024
(a)
				Employees with 120 workdays in grade in fiscal year 1980-81 who are scheduled
				to be evaluated on April 1, 1981 for the period October 1, 1980 through March
				31, 1981 shall be evaluated on or about May 1, 1981 for the period February 1,
				1981 through April 30, 1981. The April 1, 1981 through September 30, 1981
				evaluation period will be adjusted to reflect the modifications to the earlier
				evaluation period and consist of the period of May 1, 1981 through September
				30, 1981. Employees will be evaluated on or about October 1, 1981. Subsequent
				evaluations for such employees shall be conducted each six months thereafter.
				These adjustments do not affect employee eligibility for, or effective dates
				of, performance advances. Employees who change grades shall be evaluated after
				six months of service in the new grade. New appointees shall be evaluated after
				six months of service in grade. Subsequent evaluations shall be conducted after
				each six months of service in grade.
(b) Supervisors shall evaluate eligible
				employees against a written performance program comprised of objectives, tasks
				and standards established by the supervisor upon review and approval of the
				reviewer. The approved performance program must be given and thoroughly
				explained to the employee at the onset of the evaluation period. The employee
				may attach written comments concerning the program; however, such comments
				shall serve as a formal expression of the employee's point of view and not a
				change of the performance program. Upon completion of the six-month evaluation
				period, the supervisor shall evaluate the employee's actual performance against
				the standards in the evaluation program.
(c) Based upon the content of the evaluation
				report, the employee shall receive one of the following performance ratings to
				reflect a summary description of the employee's overall performance:
(1) Effective. The employee has successfully
				achieved the objectives or performed the tasks specified in the performance
				program. It is only when the employee's performance clearly shows
				accomplishments above or below this expected performance level that a rating
				other than effective should be considered. In the upper range of this category,
				the employee always meets and sometimes exceeds performance standards. In the
				middle range, which is the expected and usual level of performance for most
				employees, the employee meets all performance standards effectively and
				efficiently. In the lower range, the employee meets performance standards at a
				minimally acceptable level; some assignments may require extra direction by the
				supervisor, or the supervisor may find it necessary to avoid assigning the more
				difficult tasks or responsibilities to the employee.
(2) Outstanding. The employee's performance
				is clearly exceptional in comparison with performance standards specified in
				the performance program. The performance consistently exceeds the requirements
				for all the tasks, assignments or activities, and the objectives which were to
				be accomplished during the evaluation period. The employee can be relied upon
				to perform the most difficult assignments and has made exceptional
				contributions to the work of the unit.
(3) Below minimum. The employee has failed to
				meet one or more of the performance standards specified in the performance
				program. The employee cannot be relied upon to carry out critical assignments
				in a timely or effective fashion. There is a need for immediate and significant
				improvement in performance.
The evaluation report must be reviewed and approved by the
				  reviewer before it is given to the employee. Upon approval of the reviewer, the
				  evaluation report is final, except for recommended performance advances for
				  employees subject to the variable rate payment system.