Positional Responsibilities provide clarity between management and the employee about the purpose of the job

and its importance to JSO, and what behaviors/outcomes employees will be held accountable for based on their position in JSO

Individual Responsibilities are individual employee goals

which support higher departmental objectivity

They are both consistent for a position

and unique to that employee's role

Universal, positional, and individual responsibilities will be reviewed

annually by the affected employee and his supervisor

Universal, positional, and individual responsibilities will be reviewed

annually by the affected employee and his supervisor

Upon completion of the Performance Plan

it is submitted to the reviewer for approval

At any time during the evaluation period, a supervisor can initiate

a Performance Improvement Plan if the employee's performance is unsatisfactory

A notification shall be given to the employee at least

90 days prior to the end of his annual rating period

A supervisor shall set

realistic goals for the goal to be achieved

The employee and his supervisor will review universal, positional, and individual responsibilities

during the evaluation discussion in order to ensure applicability

Annual Evaluations are due on September 30th

and are accessible to the supervisor on September 1st

Each responsibility in the Performance Plan must be rated

and comments entered for each responsibility

Both the supervisor and the employee's performance

logs can be used in the Annual Evaluation

If approved, the reviewer

will sign the Annual Evaluation, either electronically or in writing

Upon approval by the reviewer

the supervisor will meet with the employee for an evaluation discussion

After the evaluation discussion

the employee shall sign the evaluation using the supervisor's computer

The employee shall be given the opportunity

to sign the evaluation using his current EIS PIN

When the employee enters

his secured EIS PIN it constitutes a signature

If the employee refuses to sign the evaluation

a witness would be called in to sign the evaluation at the supervisor's computer

The employee will have

(15) days after receiving his completed performance evaluation

to enter a comment into the system regarding any

disagreement with his evaluation rating

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Utilizing the Employee Performance Mastery

Question	Answer
There are three components	to a Performance Plan
Positional Responsibilities provide clarity between management and the employee about the purpose of the job	and its importance to JSO, and what behaviors/outcomes employees will be held accountable for based on their position in JSO
Individual Responsibilities are individual employee goals	which support higher departmental objectivity
They are both consistent for a position	and unique to that employee's role
Universal, positional, and individual responsibilities will be reviewed	annually by the affected employee and his supervisor
Universal, positional, and individual responsibilities will be reviewed	annually by the affected employee and his supervisor
Upon completion of the Performance Plan	it is submitted to the reviewer for approval
Once approved, the supervisor will meet with the employee	to discuss the plan
The employee will then acknowledge	the Performance Plan
At any time during the evaluation period, a supervisor can initiate	a Performance Improvement Plan if the employee's performance is unsatisfactory
A notification shall be given to the employee at least	90 days prior to the end of his annual rating period
A supervisor shall set	realistic goals for the goal to be achieved
The employee and his supervisor will review universal, positional, and individual responsibilities	during the evaluation discussion in order to ensure applicability
Annual Evaluations are due on September 30th	and are accessible to the supervisor on September 1st
Each responsibility in the Performance Plan must be rated	and comments entered for each responsibility
Comments should be	meaningful and substantial
Both the supervisor and the employee's performance	logs can be used in the Annual Evaluation
After the supervisor completes the Annual Evaluation it will be submitted	to the reviewer for approval
If approved, the reviewer	will sign the Annual Evaluation, either electronically or in writing
Upon approval by the reviewer	the supervisor will meet with the employee for an evaluation discussion
After the evaluation discussion	the employee shall sign the evaluation using the supervisor's computer
The employee shall be given the opportunity	to sign the evaluation using his current EIS PIN
When the employee enters	his secured EIS PIN it constitutes a signature
If the employee refuses to sign the evaluation	a witness would be called in to sign the evaluation at the supervisor's computer
The witness cannot be the employee's supervisor	or reviewer
The witness will use	his current EIS PIN
The employee will have	(15) days after receiving his completed performance evaluation
to enter a comment into the system regarding any	disagreement with his evaluation rating

Created by: sgtnGee

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