MiCSC - Competency Instructions and Standards

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Competency Instructions and Standards

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
Department of Attorney General Assistant Attorney General
CS1762 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 web1mdcs.state.mi.us/HRTDTrain/HRTDHome.asp


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