[NCASG] State Government Performance Evaluations

[Sunderland, Dori B]

Do you have an employee performance management/appraisal program? If so:


WV does have an employee performance appraisal process.  We just revised it
in 2021 to transition it to an online process in NEOGOV Perform which
included updating the formal evaluations to reflect the needs of today's
workforce.  The effective date of this transition will be January 1, 2022.
The new policy is here
<https://protect-us.mimecast.com/s/QkaKCYEmY5U3O8zmU0MK1o?domain=personnel.wv.gov>
.


*1.     On what performance areas are employees evaluated? If they are
evaluated on goal completion (programmatic/developmental), core/functional
competencies, proficiencies, etc.*


There are some universal competencies for both employees and managers that
reflect how work should be done.  These are universal competencies that get
at the higher standard government employees are held to as stewards of the
public trust.  Managers can further explain what these competencies mean
for their employees.


*Universal Competencies for All Employees*

Dependability

Teamwork and Collaboration

Customer Service

Professionalism and Ethics

Change Readiness and Adaptability


*Universal Competencies for Managers (these are in addition to the Employee
competencies)*

Developing Staff and Team

Managing and Moving Work

Leading for Adaptability

Communicating Effectively

Exhibiting Persistence and Fortitude

Exerting Productive Influence

Ensuring Safe Workplaces


*Job Specific Duties or Goals*

There is also a section on the evaluation to submit job specific
tasks/goals/expectations to reflect the actual job duties of a given
position.



*2.     What scoring mechanism do you use? Numeric scores (point scores),
category scores (not meeting/meeting/exceeding) or a combination?*


We require three formal meetings during a performance year.  The first is
goal setting, the second is a mid year review, and then there is the final
evaluation.  The final evaluation has a numeric score.  We opted to switch
from a categorical scale of not meeting/meeting/exceeding to a 5 point
Likert-type scale to give managers more flexibility in rating.  The
required mid year review to check progress is narrative though and meant to
provide employee's formal feedback on progress, including areas of
strength, areas of development, and overall are they meeting the
expectations at mid year.


*3.     How are appraisals conducted? Paper or an appraisal software system
or some other form?*


Online in NEOGOV Perform


*4.     Would you be willing to share an overview of your program – any
public infographics or instructional materials we could see to compare?*


I provided a link to our policy at the beginning of the survey.


*Dori B. Sunderland, M.S.*

Human Resources Manager

Classification and Compensation

WV Division of Personnel

*Phone*: 304.414.0854
*Address*: WV State Capitol Complex, Building 3, Suite 500

1900 Kanawha Boulevard East

Charleston, WV 25305

*Website*: https://protect-us.mimecast.com/s/fHGNCZ6nG0UM2G3AUjof9_?domain=personnel.wv.gov <https://protect-us.mimecast.com/s/WsPgC1wNp4up5R7xFpc5UE?domain=personnel.wv.gov>


On Tue, Nov 16, 2021 at 10:35 AM Meghan Connor <meghan.connor2 at wyo.gov>
wrote:

> Good morning NCASG members,
>
>
>
> Wyoming is examining our performance review system and is hoping you are
> willing to share some information on how you conduct performance reviews.
>
>
>
> Do you have an employee performance management/appraisal program? If so:
>
> 1.     On what performance areas are employees evaluated? If they are
> evaluated on goal completion (programmatic/developmental), core/functional
> competencies, proficiencies, ect.
>
> 2.     What scoring mechanism do you use? Numeric scores (point scores),
> category scores (not meeting/meeting/exceeding) or a combination?
>
> 3.     How are appraisals conducted? Paper or an appraisal software
> system or some other form?
>
> 4.     Would you be willing to share an overview of your program – any
> public infographics or instructional materials we could see to compare?
>
>
>
> Ours is pretty well documented here
> <https://protect-us.mimecast.com/s/fwH4C2kNqWUkOjNWi2gjB4?domain=ai.wyo.gov> but
> as we evaluate our programs, we would like to have as much information as
> possible. Thank you for your help!
>
>
>
> Meghan - Wyoming
>
> --
> Meghan Connor
> Compensation Coordinator
> Department of Administration and Information
> IDELMAN MANSION
> 2323 Carey Avenue
> Cheyenne, WY  82002
>
>
> E-Mail to and from me, in connection with the transaction
> of public business, is subject to the Wyoming Public Records
> Act and may be disclosed to third parties.
>
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