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 148.2 - Definitions

Current through Register Vol. 46, No. 28, July 10, 2024
Wherever used in this Part:
(a) The hiring rate is the minimum salary
				stated in the salary schedule for each of the salary grades applicable to
				employees covered by this Part.
(b)
				The job rate is the maximum salary stated in the salary schedule for each of
				the salary grades applicable to employees covered by this Part.
(c) The salary range is the dollar difference
				between the hiring rate and the job rate of a salary grade.
(d) A performance advancement payment is an
				increase in basic annual salary for an employee who is below the job rate of
				the salary grade, based on a performance evaluation.
(e) A performance award payment is a lump sum
				payment made to an employee who is at or above the job rate, based on a
				performance evaluation.
(f) The
				anniversary date in salary grade is an employee's appointment date to salary
				grade which is the date used to initiate the employee's evaluation cycle. For
				employees who have not changed salary grades since March 31, 1979, the
				anniversary date in salary grade is April first.
(g) The final rating determines eligibility
				for a performance advancement payment or performance award payment and
				generally occurs annually. However, in the case of employees who are
				award-eligible, the final rating is the performance rating which last occurs on
				or before October first of each calendar year.
(h) The interim rating is a performance
				rating which takes place six months from the employee's final rating
				date.
(i) A performance rating is
				one of three terms used to describe an employee's performance. These terms are
				Outstanding, Effective and Unsatisfactory.
(j) The appraiser is generally the employee's
				immediate supervisor, the person most familiar with the employee's work and
				therefore in the best position to evaluate day-to-day performance. This is the
				individual who usually assigns and reviews the employee's work. Responsibility
				for appraising employee performance and assisting the rater in assigning
				ratings resides with the immediate supervisor.
(k) The rater is generally the next level of
				supervision above the appraiser (immediate supervisor), the person to whom the
				employee's immediate supervisor usually reports for work assignments. The
				responsibility and authority for assigning a rating reside with this level of
				supervision. The performance rating assigned by the rater remains tentative and
				does not become the employee's assigned performance rating until review and
				approval by the management-level reviewer.
(l) The reviewer is generally the first level
				of management in direct line above the rater. This individual is responsible
				for assuring that the appraisal process has been conducted thoroughly and in a
				manner consistent with the objectives of the program. This includes reviewing
				the evaluations to assure that tasks and performance expectations have been
				applied appropriately and equitably by each rater and among various raters
				under his/her direction, resulting in ratings which appropriately describe the
				levels of employee performance throughout the work unit. The reviewer has the
				authority and responsibility to correct any deficiencies or inequities which
				might exist.