(1) The rater
shall conduct a performance planning session with the employee to identify the
performance expectations by which an employee shall be evaluated and to review
the performance expectations and rating scale. The rater shall also provide an
opportunity for employee feedback regarding what is expected of the employee in
the position. A performance plan shall be signed by the rater and the employee,
indicating that the performance expectations have been discussed. A copy of the
signed performance plan shall be made available to the employee. In the event
an employee refuses to sign the performance plan, the rater shall make a signed
and dated notation on the plan that the employee refused to sign.
(2) The rater shall manage performance by:
(a) Conducting an oral performance planning
session with each employee at the beginning of every evaluation period and
providing to the employee a copy of the corresponding performance
plan.
(b) Conducting written and
oral performance evaluations of his/her employees at least annually. Such
evaluations must be completed within sixty (60) calendar days following the
agency designated evaluation date.
(c) Providing employees with coaching and
meaningful feedback regarding job performance throughout the evaluation
period.
(d) Timely informing the
employee in writing of performance expectation deficiencies that could result
in a "Below Expectation" or "Unacceptable" rating and the necessary corrective
action to be taken prior to the end of the evaluation period.
(e) Meeting in person with the employee, when
practicable, for performance planning and performance
evaluation.
(3) At a
minimum, a written performance evaluation shall include:
(a) A rating of the employee's job
performance during the evaluation period for each performance expectation
identified in the performance plan. Each performance expectation shall be
measured using the following scale.
|
RATING
|
NUMERIC SCALE
|
INDIVIDUAL PERFORMANCE EXPECTATIONS RATING SCALE
DEFINITION AND EXAMPLES
|
|
Exceptional
|
5
|
Employee consistently exceeds the performance
expectation of the position. Examples include, but are not limited to: The
employee requires little or no supervision from management in accomplishing
his/her tasks and seeks opportunities to enhance the organization. The employee
possesses highly advanced job knowledge. The employee is relied upon to solve
complex problems and applies creativity and innovative approaches in
formulating solutions.
|
|
Above Expectation
|
4
|
Employee consistently meets and often exceeds the
performance expectation of the position. Examples include, but are not limited
to: The employee requires minimal supervision from management in accomplishing
his/her tasks. The employee possesses a thorough knowledge of the job, and
often solves or assists in solving complex problems.
|
|
Meets Expectation
|
3
|
Employee consistently meets and may occasionally
exceed the performance expectation of the position. Examples include, but are
not limited to: The employee requires moderate supervision from management in
accomplishing his/her tasks. The employee possesses sufficient knowledge and/or
initiative to execute his/her duties and responsibilities.
|
|
Below Expectation
|
2
|
Employee exhibits inconsistent job performance, but
has the capacity to improve to meet the performance expectation of the
position. Examples include, but are not limited to: At times the employee
requires close supervision where he/she should be operating on his/her own. The
employee sometimes lacks the initiative, and/or job knowledge to execute
his/her duties and responsibilities.
|
|
Unacceptable
|
1
|
Employee consistently fails to meet the designated
performance expectation. Examples include, but are not limited to: The employee
requires close supervision and his/her work requires continual correction. The
employee's job knowledge is insufficient to meet daily requirements.
|
|
N
|
None given
|
No longer applicable or unable to determine.
|
(b)
Comments relating to the employee's job performance for each performance
expectation rating of "Exceptional" and "Above Expectation".
(c) Comments relating to the employee's job
performance for each performance expectation rating of "Below Expectation" and
"Unacceptable", as well as prescribed developmental activities and corrective
action(s) for areas where improvement is required.
(d) The overall rating of the employee's job
performance during the evaluation period, which shall not be adjusted or
affected by the ratings of any other employees being rated.
(e) At the agency's discretion, performance
plans and evaluations may be reviewed by a higher level authority and comments
may be provided. However, completed performance plans and evaluations shall not
be changed by a higher level authority.
(4) Employees with an overall rating of
either "Needs Improvement" or "Unsatisfactory" shall be considered to have not
met their performance expectations for the position during that evaluation
period.
(5) Other than probationary
employees addressed in subsection
60L-35.004(3),
F.A.C., employees who do not receive a performance evaluation within sixty (60)
calendar days following the agency designated evaluation date shall be
considered to have met their performance expectations as documented on their
performance plan, and will receive a rating of "Meets Expectation" for each
performance expectation and an overall rating of "Satisfactory".
(6) A description of training and educational
opportunities for the employee may be included as part of the performance
planning/evaluation process. Training opportunities may include those available
under Sections 110.1099 and
110.235, F.S.
(7) The performance evaluation shall be
signed by the rater and the employee. The signature of the employee shall
indicate only that the employee's job performance has been discussed with the
employee and does not imply that the employee agrees or disagrees with the
rater's assessment of his/her performance. The employee may attach written
comments to the performance evaluation form in response to the evaluation. In
the event an employee refuses to sign the performance evaluation, the rater
shall make a signed and dated notation on the evaluation that the employee
refused to sign.
(8) A performance
evaluation is considered to be complete when it has been discussed with the
employee and the employee has signed or refused to sign the evaluation. The
evaluation shall then be included in the employee's personnel file, and a copy
shall be made available to the employee.
(9) Agencies may develop additional internal
performance evaluation policies and procedures that comply with this
performance evaluation rule.
(10)
An agency may use forms developed by the Department of Management Services or
forms developed by their agency to evaluate and document their employees'
performance.
