|
A. |
This form
is used in accordance with Civil Service Commission Rule 2-3 and Civil Service Regulation 2.06 to document performance factors and objectives,
required competencies, and the supervisor's evaluation of the employee's
performance for: (1) probationary ratings, (2) progress reviews, and (3)
annual ratings
|
| B. |
A probationary
period is required upon: (1) hire, (2) promotion, and (3) lateral job change
between departments to a different classification. A probationary period
is not required, but may be established for a reinstatement or demotion.
|
| C. |
A full-time
probationary employee shall be rated upon completion of six months and twelve
months of service. Less than full-time probationary employees shall be rated
upon completion of nine months and eighteen months of service. New hires
without status shall also be rated upon completion of three months of service.
|
| D. |
The supervisor
or supervisor and employee may establish performance factors or objectives
setting forth expectations for the rating period. Performance objectives
should be briefly stated but specifically defined and should include expected
outcomes. The use of performance objectives is optional for Group One employees. All relevant
competencies must also be identified. Competencies measure behaviors or how
the employee accomplishes the objectives. |
| E. |
At the
beginning of each rating period, the supervisor must review the performance
factors, objectives, and competencies with the employee and explain that
they set the performance expectations for the rating period. The employee
and supervisor must certify the plan. |
| F. |
The supervisor
should provide regular performance feedback to the employee. Formal progress
reviews may be given during the course of the annual review period. |
| G. |
At the end of the review period, the supervisor shall evaluate the employee's
performance and assign an overall rating. The employee's achievements in relation
to the performance objectives (what was accomplished) and the competency evaluation
(how the objectives were accomplished) must be considered in determining the
employee's rating. The supervisor's evaluation must be documented on the review.
The supervisor must discuss the evaluation with the employee. |
| H. |
The
probationary rating categories are "Unsatisfactory," "Meets Expectations,"
and "High Performing." Meets Expectations and High Performing are satisfactory
ratings. An Unsatisfactory probationary rating is discipline and may be
the basis for additional discipline, up to and including dismissal.
|
| I. |
The
annual rating categories are "Needs Improvement," "Meets Expectations,"
and "High Performing." A Needs Improvement rating is not discipline.
If a Needs Improvement rating is issued, the appointing authority shall
establish a plan for improving the employee's performance or behavior.
|
| J. |
All ratings
must be completed within twenty-eight calendar days of the end of the rating
period. |
| K. |
The supervisor
and employee must certify the rating as evidence of the review. The appointing
authority must certify Needs Improvement annual ratings. The supervisor,
employee, and appointing authority must sign and date a printed review form
for Unsatisfactory probationary ratings. |
| L. |
The appointing
authority must notify the State Personnel Director of any Unsatisfactory
ratings within twenty-eight calendar days of the rating.
|
| To Obtain
Civil Service Regulation 2.06, Conducting Employee Ratings (See the
following Web address) |
| Regulation
2.06 |
To Obtain
the Competency Rating Scales Associated with the competencies for each
group: (See the following Web pages)
|
| Group
Three Supervisors |
| CS1752 Group Three Supervisors Performance Management and Competency Rating Form
|
| Group
Three Managers |
| CS1761 Group Three Managers Performance Management and Competency Rating Form
|
| Group
Four and Senior Executive Service |
CS1719 Group Four and Senior Executive Service Performance Management and Competency Rating Form
|
| Information
Technology Professionals |
CS1744 Information Technology Professionals Performance Management and Competency Rating Form
|
Department
of Attorney General
Assistant Attorney General |
CS17462 Assistant Attorney General Performance Management and Competency Rating Form
|
|
Training
on performance Management (Available from the Civil Service Commission)
|
| Group
One, Group Two, Group Three (Supervisors), Group Three (Managers), Group
Four and Senior Executive Service and Information Technology Professionals |
| See
Web site www.state.mi.us/mdcs/asp/HRTDTrain/HRTDHome.asp
|
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