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WORK PERFORMANCE STANDARDS

APPLIES ONLY TO CLASSIFIED EMPLOYEES

Documents the job elements (i.e., principle assignments, responsibilities, results or expected behaviors) based on when the job is performed satisfactorily under existing working conditions and provides a standard to be met or exceeded.  They serve as the basis for evaluating an employee's performance.

Work performance standards are required for all classified positions.

Work performance standards are to be reviewed annually and, if amended, provided to the incumbent for comment.

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DEVELOPMENT - JOB ELEMENTS

Questions to consider when identifying job elements:

  • Is it a principle work assignment or goal?
  • Does it address only the incumbent's individual performance?
  • If it is performed unacceptably, what are the consequences?
  • How much of the incumbent's time does/will this require?

Work performance standards should reflect only principle assignments or goals (job elements) and not minor assignments and responsibilities.  Minor assignments and responsibilities should, whenever possible, be included within the job elements.

DEVELOPMENT - PERFORMANCE STANDARDS

General measures of performance standards can be based on quality, quantity, timeliness or cost effectiveness. The choice of measure should be based on what the anticipated outcome will be and what is most important to the customer or stakeholder and should be observable and realistic.  A performance standard that allows for no errors should be used in only limited circumstances.

DEVELOPMENT - WEIGHTED VALUES

Either a weighted or unweighted system may be used to score work performance standards.

A weighted system assigns values to job elements based on the importance of each job element.  Typically, time, frequency, complexity and consequence are the factors that are considered in assigning a job element a weight.

An unweighted system assigns all job elements the same weight, producing an average.

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