Chapter 3 – Personnel, Training, and Employee Relations

31160.5.4 Evaluation Standards

• Evaluations are based on each manager’s self-assessment that are prepared quarterly. These self-assessments should provide specific information on the manager’s progress toward meeting the critical elements of the work plan. The self-assessments are submitted to the rater for review and form the basis for the manager’s quarterly and final summary ratings.

• The Managers’ General Standard (MGS) provides the yardstick by which managers are measured regarding accomplishment of their critical elements. The yardstick provides fair, equitable and consistent expectations for basic types of activities that are relevant to all state managers. Use of the MGS critical elements does not preclude adding standards for specific accomplishments of a manager’s job.

• While these standards can be used to hold managers accountable for performance in these areas, the decision to grant a bonus must be supported by “fully Successful” or above performance on critical elements.

• Managers who believe that any element is the MGS does not apply to their duties may submit written justification as to why they should not be appraised on that element. Exceptions however, should be infrequent.

  • Rating Levels

    • Five rating levels are used:

      • Outstanding.

      • Exceeds Fully Successful.

      • Fully Successful.

      • Minimally Successful.

      • Unsatisfactory.

• Most ratings for valued, competent managers will be “Fully Successful,” which is the level of performance expected of a manager. Relatively few managers should fall into the remaining categories.