Performance Management Activities

Reviewing and Posting Performance Ratings

1

Career Banding Workplan:
Word or PDF
(under development)

Sample Career Banding Workplan:
Word or PDF
(under development)

Policy:
Performance Management and Competency Assessment
(under development)

Competency Assessment Guide for Rollover
(This guide will be modified for ongoing assessments.)

• Conduct training and answer questions from managers, supervisors and employees on the development of workplans for banded positions.
• Coach supervisors as needed on improving employee performance and preparing Performance Improvement plans. (Training materials and forms currently under development.)
• Contact Central HR at with any questions about the training materials and forms that will be linked in the next column (currently under development).

• Consult with managers and supervisors on the development of unit outcomes and performance indicators that meet the division/facility/school vision. (Check with your management staff or web site if you need a copy of your division/facility/school vision.)
• Provide coaching to supervisors and employees on identifying resources for career development.

2

• Review any new standard workplans that are developed for banded classes to ensure consistency and legal defensibility.
• Collect file copies of standard workplans and keep in standard workplan file.

3

• If customary practice in your division/facility/school, provide reminders to supervisors at interim (mid-point of review cycle) to review and ensure that necessary employee development plans are completed and that they are documenting competency achievement and performance.
• Provide reminders and information to supervisors and managers for the end of the performance management cycle. Deadlines under Career Banding remain the same, falling in mid-June annually upon notification from OSP.

4

• Collect annual (and probationary) employee workplans by the due date and file in individual personnel files.
• Make sure that the workplans are complete including ratings and documentation statements and that completed competency assessments are attached.
• Review any Improvement Plans submitted and follow up to make sure that one of the following occurs:
  • The employee's deficiencies are resolved.
    or
  • Supervisor provides adequate support to employee by meeting on a regular basis, monitoring improvement, and coaching for improvement as necessary.
  • If necessary, appropriate disciplinary action is taken.

5

• Enter performance ratings into BEACON by the annual date established by OSP.
• Document any late or uncompleted workplans for supervisors who do not follow the policy deadline.

6

Performance Rating Dispute Process
Complaint Filing Form

Career Banding Pay Dispute Review Process Complaint Filing Form 

• Review performance or pay disputes to make sure that they fall within the "right to dispute" category.
• Make sure that legitimate complaints meet established time frames.

7

• Complete workplan audits and submit findings to management. Maintain a copy of the report for future department audits.
• Following audits of workplans, provide follow-up coaching to any supervisors who did not follow procedures or provide adequate documentation.
• After allowing a reasonable time for corrective action, report any corrective action taken to avoid possible sanctions. If corrective action is not taken, advise managers as needed on possible sanctions.