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PERFORMANCE EVALUATION

Periodic performance evaluations based on an employee's Work Performance Standards are required for classified employees and should supplement regular and ongoing supervisor feedback.

A supervisor must complete the Evaluating Employee Performance class on e-learn (or a Division of Human Resource Management approved equivalent class provided by a supervisor's agency) prior to completing a classified employee's evaluation.

An employee has 10 working days to complete and sign his or her performance evaluation after receipt.

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WHEN?

6-MONTH TRIAL OR PROBATIONARY PERIOD

An employee who is in a 6-month trial or probationary period must be provided a performance evaluation before the end of the second and fifth months of his or her trial or probationary period.

12-MONTH TRIAL OR PROBATIONARY PERIOD 

An employee who is in a 12-month trial or probationary period must be provided a performance evaluation before the end of the third, seventh and 11th months of his or her trial or probationary period.

PERMANENT STATUS 

An employee in permanent status must be provided a performance evaluation annually.  Typically, an employee's evaluation date is his or her pay progression date.

FOLLOWING A "DOES NOT MEET STANDARDS" EVALUATION

If an employee receives a "Does Not Meet Standards" overall appraisal, the employee must receive a follow-up appraisal at least every 90 days until a "Meets Standards" overall appraisal is achieved or discipline is taken.

SPECIAL

Additionally, performance evaluations may be issued at non-required times due to special circumstances (e.g., supervisor leaving position and wants to provide feedback).

If an employee is eligible for a merit salary increase and a required evaluation (NRS 284.340) is not submitted to the system on time, an employee will be deemed "Meets Standards" for salary purposes and receive his or her merit increase.  For that reason, it is recommended that the performance evaluation process begin a month prior to the employee's evaluation date.

RATINGS

Ratings are made using a three-point scale:

1 = "Does Not Meet Standards"

A rating of "Does Not Meet Standards" requires supporting evidence. 

2 = "Meets Standards"

"Meets Standards" does not mean average, it means that an employee has successfully achieved the performance standards as outlined meeting time, quantity and quality standards.

3= "Exceeds Standards"

"Exceeds Standards" indicates an employee's performance is clearly better than the established standard.  It can include having skills and knowledge beyond the job's requirements or reaching into related work and working without direction or assistance.

HOW?

For information on developing an Development plan, see Coaching (Action Plan heading). 

DISPUTE

If an employee disputes his or her evaluation or any point within it, he or she may check "Disagree" and "Request Review" on the evaluation, outline in writing the points of disagreement and return the evaluation to the supervisor within 10 working days of receipt.  The agency's appointing authority will designate a reviewing officer to review the employee's performance evaluation and written points of disagreement.  Within 10 working days of the supervisor's receipt of the disputed performance evaluation, the reviewing officer shall provide the appointing authority with his or her recommendation to uphold or modify the evaluation.  The appointing authority, within 10 working days of receipt of the recommendation, shall provide the employee a decision.

A permanent employee, if still in disagreement with the evaluation, can file a grievance within 10 working days of receipt of the appointing authority's decision.

REQUIRED MEETING WITH EMPLOYEE

NRS 284.337 requires a supervisor to meet with an employee when performing a performance evaluation and:

  • Evaluate the employee's improvement in performance and development;
  • Discuss goals and objectives;
  • Discuss the report;
  • Provide the employee with information regarding the Merit Award Board; and
  • Provide the employee with a copy of the evaluation.

FORMS

ADDITIONAL RESOURCES

ASSOCIATED TOPICS