HR 6.07 Performance Management Policy

Question 1

The completed formal document that reflects, for a designated reporting period, an employee’s effectiveness in meeting performance standards and expectations of the position is?

Answer 1

Employee Development and Performance Plan

Question 2

The meeting between an employee and their supervisor for the purpose of
discussing the performance and development plan and to communicate
established performance expectations for the next reporting period is?

Answer 2

Performance and Development Plan Review

Question 3

The continual process by
which individuals and work groups are supervised and managed in
alignment with the City’s organizational goals, values and departmental
performance expectations and work standards is the definition of?

Answer 3

Performance Management

Question 4

The minimum expected level
of work performance established by departments and supervisors
applicable to all employees in similar work titles, groups or assignments are?

Answer 4

Performance Standards

Question 5

What links performance standards of City positions with short and long-term goals for the organization, departments, and work units?

Answer 5

The City’s performance management system

Question 6

All full-time employees shall receive, at a minimum, _____ Performance and Development Plan Report _____ on or before the employee’s merit date and the report shall be maintained in the official personnel file as set forth in the Official Employment Records File System Policy, #6.10, Appendix A.

Answer 6

One, Annually

Question 7

When an employee’s performance is not able to be assessed adequately because the employee has not worked during the entire reporting period and is in an authorized leave status as set forth in City policies, what assesment may be rendered?

Answer 7

A Not Observed Assesment

Question 8

Will an employee receive a merit increase for a not observed assesment?

Answer 8

Yes

Question 9

If an employee has not worked during the majority of the reporting period because the employee has been in an authorized leave status, departments shall contact who to prepare a Not Observed Assesment?

Answer 9

Human Resources, Employee Relations

Question 10

When is an interim assesment to be completed?

Answer 10

At the midpoint of an employee’s probationary period

Question 11

Probationary employees, except those in a sworn non-certified police and fire positions, shall receive an interim Performance and Development Plan Report upon completion of _____months of employment?

Answer 11

6 Months

Question 12

Probationary employees who are sworn non-certified police and fire personnel shall, at a minimum, receive two interim Employee Performance and Development Plan Reports. When are these reports completed?

Answer 12

The first one: 12 months from the original date of hire

The Second: 15 months from the original date of hire to document performance at the end the probation period.

Question 13

What form shall be used to evaluate employees in non-supervisory positions?

Answer 13

Employee Performance and Development Plan, Non-Supervisory Form

Question 14

What form shall be used to evaluate employees in supervisory roles?

Answer 14

Employee Performance and Development Plan Report, Supervisory Form

Question 15

What form provided to afford all employees (supervisory and non-supervisory) the opportunity to submit input for their Performance and Development Plan?

Answer 15

Member Self-Appraisal Form

Question 16

What tools are to be used as a means of early intervention in addressing identified performance issues with employees?

Answer 16

PERFORMANCE MANAGEMENT TOOLS:
Performance management tools including coaching, 
training, 
counseling, 
and performance improvement plans

Question 17

What is is a non-disciplinary written communication that establishes a plan for the employee to improve performance during a prescribed period of time with the expectation that the employee will meet and continue to sustain the performance at the conclusion of the plan?

Answer 17

PIP Performance Improvement Plan

Question 18

When should a PIP should be implemented?

Answer 18

when an employee’s annual or interim performance assessment review indicates that the employee’s performance does not achieve expectations in one or more areas, when there is not a PIP already in place.

Question 19

The Employee Performance and Development Plan Report should be signed by?

Answer 19

The Employee
The Immediate SUpervisor
At least one higher level supervisor

Question 20

If an employee refuses to sign the Employee Performance and Development Plan Report, the supervisor shall?

Answer 20

Write on the employee signature line that the employee refused to sign.

Question 21

Does the employee’s signature acknowledge agreement with the report?

Answer 21

No, it merely acknowldges knowledge of the report.

Question 22

Prior to conducting the Performance abd Development Plan Review, the immediate supervisor shall meet with the next higher level supervisor to discuss the drafted Performance and Development Plan to ensure?

Answer 22

There is a collective agreement in the content of the assessment.

Question 23

At an employee’s request is a co-worker permitted to attend the meeting?

Answer 23

Yes as a non-participating observer

Question 24

When a probationary employee fails to meet the minimum performance requirements at the time of the interim evaluation, a PIP shall be established for a period of at least____ days?

Answer 24

90 Days

Question 25

Is the Employee Performance and Development Plan grievable?

Answer 25

No, unless the employee can show the measurement and assessment of work activity in the report was arbitrary and/or capricious.