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Banding Guide

Procedural Guide for HR Managers and Analysts

Last Update: 03/17/2009

Performance Management Activities

Reviewing and Posting Performance Ratings

When supervisors complete annual performance reviews prior to August 1 of each year, HR analysts review and enter performance ratings into BEACON.
Step Activity Forms Policy

1

Provide training and consultation as needed.

Career Banding Workplan:
Word
or PDF


Sample Career Banding Workplan:
Word or PDF


Guide to Managing Employees

Policy:
Performance Management and Competency Assessment


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.
Career Development Form
(under development)
 

2

Review and file Standard Workplans. Sample Career Banding Standard Workplan:
Word or PDF
 
  • 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

Provide reminders for interim and annual review cycles.    
  • 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 OSHR.

4

Collect, review, and file completed workplans. Sample Improvement Plan  
  • 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.    
  • Enter performance ratings into BEACON by the annual date established by OSHR.
  • Document any late or uncompleted workplans for supervisors who do not follow the policy deadline.

6

Review performance or pay disputes as necessary.

Performance Rating Dispute Process
Complaint Filing Form

Career Banding Pay Dispute Review Process Complaint Filing Form 

Policy:
Performance Rating Dispute Process (PDF)
  • 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

Audit workplans by August 1st annually. DHHS PM Audit Form 
Word or PDF
(need form)
 
  • 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.
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