Common use of PERFORMANCE ELEMENTS AND STANDARDS Clause in Contracts

PERFORMANCE ELEMENTS AND STANDARDS. 1) Employees will continue to operate under their existing elements and standards until such time that the Department issues updated priorities and objectives for the next fiscal year. Performance plans will be issued no later than thirty (30) calendar days from when the priorities and objectives are issued for the next fiscal year. The final authority for establishing elements and standards rests with the Employer. The Employer shall determine if performance standards should be comparable for subordinates with the same position, title, series, grade, and duties within a unit. Performance elements and standards will be based on work assignments and responsibilities of the employee’s position. Each employee will have at least three (3) critical elements, but no more than five (5). The rating official should strive to describe performance standards in words and phrases that denote objectively verifiable qualities of the work performed. 2) An employee will have ten (10) calendar days after the receipt of the proposed elements and standards, including any performance elements and standards which have been carried over from the employee's previous performance plan, to submit oral and/or written comments on these elements and standards to their supervisor. The employee may seek the assistance of a Union representative in preparing their comments. Employees will be given a reasonable amount of work time to prepare any comments. 3) The Employer will clearly define performance required for the employee to meet the level required to maintain “Fully Successful” for all elements of employee’s performance plan. 4) Employees must be involved in the review and development of performance elements and standards. Employees can propose substantive projects and/or outcomes, however, the supervisor has the final authority to approve, disapprove, or alter the employee’s performance element(s). 5) After consideration of any employee input, performance elements and standards shall be communicated in writing and discussed with each employee prior to the beginning of the rating period, if possible, and whenever elements and/or standards change. The performance plan will be signed/acknowledged and dated by the rating official and the employee. a) By signing/acknowledging, the employee signifies only receipt of the plan, not necessarily agreement. If an employee has an objection to the final elements or standards, they may note the objections in writing and attach them to the official performance plan or upload them to Enterprise Performance Management Application (EPMA). b) All employees will receive training on the EPMA before they are required to use the system. i) Employees will be provided with three (3) opportunities to register for and attend a webinar which shall provide all relevant information regarding the EPMA system. ii) Recorded video training will be accessible to all employees. iii) All training will be on duty time during employee work hours.

PERFORMANCE ELEMENTS AND STANDARDS. 1) Employees will continue to operate under their existing be provided with written elements and standards until such time that the Department issues updated priorities and objectives for the next fiscal year. Performance plans will be issued no later than thirty (30) calendar days from when the priorities and objectives are issued for the next fiscal yearstandards. The final authority for establishing elements and standards rests with the Employer. The Employer shall determine if performance standards should be comparable for subordinates with the same position, title, series, grade, and duties within a unit. In resolution of disputes that challenge the legality of standards, the Union will be permitted to review all similar standards in the unit. Performance elements and standards will be based on work assignments and responsibilities of the employee’s position. Each employee will have at least three (3) one critical elements, but no more than five (5)element. The rating official should strive to describe performance standards in words and phrases that denote objectively verifiable qualities of the work performed. 2) An employee will have ten (10) calendar days after the receipt of the proposed elements and standards, including any performance elements and standards which have been carried over from the employee's previous performance plan, to submit oral and/or written comments on these elements and standards to their supervisor. The employee may seek the assistance of a Union representative in preparing their comments. Employees will be given a reasonable amount of work time to prepare any comments. 3) The Employer will clearly define performance required for to achieve the employee to meet the level required to maintain “Meets Fully Successful” level of performance for all elements of employees’ performance plans. Upon request from an employee, the employee’s supervisor will discuss performance plan. 4) Employees must be involved expectations at other levels. Employee input and involvement in the review and development of performance elements and standards will be encouraged. The supervisor may allow individual employees or work units with comparable duties to develop or propose changes to elements and standards. Employees can propose substantive projects and/or outcomes, howeverHowever, the supervisor has the final authority to approve, disapprovereject, or alter the employee’s performance element(s). 5) proposals. During the process of providing input, employees may consult with union representatives if they choose to do so. After consideration of any employee input, performance elements and standards shall be communicated in writing and discussed with each employee prior to the beginning of the rating period, if possible, period and whenever elements and/or standards change. The performance plan will be signed/acknowledged signed and dated by the rating official employee and the employee. a) rating official. By signing/acknowledging, the employee signifies only receipt of the plan, not necessarily agreement. If an employee has an objection to the final elements or standards, they he/she may note the objections in writing and attach them to the official performance plan plan. Ratings may be grieved. However, the substance of elements and standards cannot be grieved unless it is alleged that a law or upload them regulation was violated. Elements and standards should be reviewed at least once a year, normally at the beginning of the rating period, to Enterprise Performance Management Application (EPMA). b) All employees will receive training on the EPMA before ensure that they are required still relevant to use the systemwork actually performed by the employee. An action or a failure to act that occurred prior to the communication of an element may not be considered at the time of evaluation of that element unless the same element was previously in effect. If a previously unanticipated problem with a performance element or standard emerges during the rating period, either party should communicate it to the other as soon as possible so it can be revised if appropriate, or the nature of the problem recorded for reference at the annual evaluation. i) Employees will be provided with three (3) opportunities to register for and attend a webinar which shall provide all relevant information regarding the EPMA system. ii) Recorded video training will be accessible to all employees. iii) All training will be on duty time during employee work hours.