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1、 1 Performance Assessment Review This presentation will take you step by step through the process of completing the PAR form which is available on our HR website in a fillable format. *Your Rating Cycle remains July 1- June 30 The format of this presentation will consist of a: Blank sample of each s
2、ection of the form Brief discussion of each section of the PAR form Completed example of each section of the form 2 3 It may be helpful for you to have a hard copy of the PAR form available as you proceed through this presentation. At the end of the presentation, there is a “Tip Sheet” that may also
3、 be beneficial to you in completing the PAR form. Getting Started Any Good Performance System Must: Link performance to Core Mission Areas, Goals, and Strategies Tie individual results to program results Measure individual results Enable skill development and job enrichment 4 5 Overview of the PAR A
4、ppraisal Process 6 Participants in the PAR Process Ratee: Employee being rated Rater: Immediate supervisor who receives and/or dispenses the work Reviewer: Raters supervisor or manager. Role is to check for consistency. Responsible for setting goals and expectations for unit/division 7 Job Expectati
5、ons Conference Job Expectations Review Core Mission Areas & Department Mission Statement Outline Major Goals for Unit Establish Major Ratee Goals Determine Major Job Responsibilities Set Specific, Measurable Essential Criteria Review pre-defined Performance Factors selected by your department and di
6、scuss their application Identification Section This section includes information which identifies the employee being evaluated: Ratee Name Ratee Title Rating Period Rater Name Department/Location The Identification Section will be the header throughout the document 8 SAMPLE HEADER ONLY Section 1: Jo
7、b Expectations Major Goals of the Unit/Work Group Major Goals of Ratee Signatures Acknowledgment of PAR elements Confirmation of meeting Agree/Disagree Acknowledgment of Ratees position Ratee Comments 9 10 Job Expectations: Major Goals of Unit/Work Group Governors Predefined Core Mission Areas that
8、relate to your organization Goals of the organization Divisions purpose Work Unit or Groups overall purpose as it relates to/supports the overall Core Mission of the organization 11 SAMPLE 12 13 Job Expectations Major Goals of the Ratee 14 Identifies the individual goals of the ratee that support th
9、e work units purpose(s) The major goals of the Ratee should be identified, communicated and discussed at the Initial Agreement session SAMPLE 15 16 Certification of Job Expectations Agreement During Initial Meeting/After the Entire PAR is Discussed: Job Expectations are discussed and clearly explain
10、ed Date that the face to face meeting was held After any revisions/comments, both rater & ratee sign & date PAR form Ratee checks either “agree” or “disagree” PAR is then forwarded to the reviewer *NOTE: We will return to the Certification of Job Expectations Agreement section after review of Sectio
11、ns 1, 2, & 3 17 SAMPLE 18 Section 1: Job Expectations also includes: Major Job Responsibilities Essential Criteria 19 Major Job Responsibilities and Essential Criteria 20 Major Job Responsibilities What are they? Generally 6-10 broad duties, tasks or responsibilities which must be accomplished to ac
12、hieve the units goal. 21 Major Job Responsibilities Should: Contribute to the Goals and Objectives Be Critical to the job Require a significant amount of Time Include any that are Required by Statute or Regulation Be Done Often Accurately reflect the Actual Work over which employee has control (resp
13、onsibility, authority and resources to act) 22 SAMPLE 23 24 25 Essential Criteria What are they? Essential Criteria are statements of conditions that exist when a job responsibility has been completed successfully How many are required? At least one (1) Essential Criteria for every Major Job Respons
14、ibility Principles of Essential Criteria Specific Measurable Attainable Reasonable Tied to the Organization 26 SAMPLE *NOTE: The next screen will have additional Job Responsibilities and Essential Criteria for this employee 27 SAMPLE 28 Section 2: Performance Factors: Purpose Align Core Mission Area
15、s, agency goals and objectives with performance Provide a uniform guide for evaluating performance Predefined by the organization 29 Section 2: Performance Factors Job Achievement Factors Job Related Factors *Refer to the hard copy of your organizations PAR so you know which factors your organization has chosen 30 31 Section 2: Performance Factors Job Achievement Factors These factors are directly related to the output of the job: Section 1 - Major Goals, Job Responsibility, and Essenti
