HR Reference Guide
COLLECTIVE BARGAINING AGREEMENTS
As of July 1, 2021, some State employees are covered under Collective Bargaining Agreements (CBA), see the Division of Human Resource Management, Labor Relations Unit page for more information. If you are in a job classification currently covered under a CBA, some of the terms and benefits of your employment may be different than the provisions outlined on this page. Please consult your CBA or agency's human resource for further information.
WORK PERFORMANCE STANDARDS
APPLIES ONLY TO CLASSIFIED EMPLOYEES
Documents the job elements and performance standards 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 with input from the employee. If amended, the employee is provided a copy.
Click on below headings for more information on this topic
DEVELOPMENT - JOB ELEMENTS
Job elements are:
- Quality of work;
- Quantity of work;
- Work habits;
- Relationships with other persons;
- Taking action independently;
- Meeting work commitments;
- Analyzing situations and materials; and
- Supervising the work of other persons (if supervising the work of other persons is part of the responsibilities of an employee).
Tasks, or minor assignments and responsibilities, are to be included within a broader description of the job elements and responsibilities of the position.
Work performance standards are typically written using a results-standard, behavior-oriented standard, or a combination of both types. Results standards focus on the process for accomplishing results. Behavior-oriented standards focus on the manner in which results are accomplished.
DEVELOPMENT - PERFORMANCE STANDARDS
Standards of the job elements are specific to each position.
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.