New York Codes, Rules and Regulations › Title 9 - EXECUTIVE DEPARTMENT › Subtitle C - Division of the Budget › Part 150 - Performance Advancement Payments And Performance/longevity Payments For Employees In The Security Supervisors Negotiating Unit › Section 150.4 - 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. Employees who were eligible for a
				performance advancement on April 1, 1980 should receive an initial rating
				immediately. If such an employee's anniversary date in salary grade, or the
				date which is six months after the anniversary date falls between April 1, 1980
				and June 30, 1980, inclusive, the second rating is not due until the
				anniversary date in salary grade or the date which is six months after the
				anniversary date which occurs after June 30, 1980. Subsequent evaluations and
				ratings must be done every six months. For an employee at or above the job
				rate, the rating received on his/her annual anniversary date will be considered
				his/her annual final rating. For an employee below the job rate, the rating
				received most immediately prior to April 1, will be considered the annual final
				rating and will be used to determine eligibility for a performance advancement
				payment. Interim ratings will occur at six-month intervals between final
				ratings. The rating most immediately prior to an employee's attainment of 10
				and/or 15 years of continuous service in a supervisory position in the security
				services occupational series will determine eligibility for a
				performance/longevity payment.
(b)
				Employees should receive a rating every six months. If an employee is absent
				three or more months during the six-month rating period, he/she shall receive
				the rating which was assigned during the preceding rating period. Employees who
				are absent for less than three months of the rating period shall be rated for
				the period of time present on the job.
(c) The performance of each employee shall be
				rated at one of the following five levels:
(1) Outstanding. This employee's performance
				is clearly exceptional in comparison with performance expectations. This
				exceptional performance causes the employee to stand out among other employees
				in the work unit. The employee's performance consistently exceeds performance
				expectations for the job. To be rated outstanding, the numerical total of
				performance indicators must be 27 or higher.
(2) Excellent. This employee performs at a
				level that is better than expected for many of the performance factors for the
				job. The employee performing at this level is recognized as a particular asset
				to the work unit. To be rated excellent, the numerical total of performance
				indicators must be from 23 to 26.
(3) Good. This is the expected and usual
				level of performance. The employee performs the job in a good, competent
				manner. This employee usually meets and sometimes exceeds performance
				expectations for the job. To be rated good, the numerical total must be from 18
				to 22.
(4) Needs improvement. This
				employee performs at a level which occasionally fails to meet the expectations
				or requirements of the job. The employee meets performance expectations for
				some performance factors but then requires extra follow-up and direction by the
				supervisor. There are areas of performance which should be improved. To be
				rated needs improvement, the numerical total of performance indicators must be
				from 15 to 17.
(5) Unsatisfactory.
				The employee generally does not meet expectations for many of the performance
				factors of the job; there is need for immediate and significant improvements in
				performance. To be rated unsatisfactory, the numerical total of performance
				indicators must be 14 or less.