N.Y. Comp. Codes R. & Regs. tit. 9 § 149.4

Current through Register Vol. 46, No. 43, October 23, 2024

Section 149.4 - Performance evaluation

(a) Employees covered by this Part shall be evaluated every six months from the time of appointment to a salary grade. Employees who were eligible for a performance advancement on April 1, 1980 should receive an initial rating immediately. If such an employee's anniversary date in salary grade, or the date which is six months after the anniversary date, falls between April 1, 1980 and June 30, 1980, inclusive, the second rating is not due until the anniversary date in salary grade or the date which is six months after the anniversary date which occurs after June 30, 1980. Subsequent evaluations and ratings must be done every six months. For an employee at or above the job rate, the rating received on his/her annual anniversary date will be considered his/her annual final rating. For an employee below the job rate, the rating received most immediately prior to April first, will be considered the annual final rating and will be used to determine eligibility for a performance advancement payment. Interim ratings will occur at six-month intervals between final ratings.

(b) Employees should receive a rating every six months. If an employee is absent for three or more months during the six-month rating period, he/she shall receive the rating which was assigned during the preceding rating period. Employees who are absent for less than three months of the rating period shall be rated for the period of time present on the job.

(c) The performance of each employee shall be rated at one of the following five levels:

(1) Outstanding. This employee's performance is clearly exceptional in comparison with performance expectations. This exceptional performance causes the employee to stand out among other employees in the work unit. The employee's performance consistently exceeds performance expectations for the job. To be rated outstanding, the numerical total of performance indicators must be 27 or higher.

(2) Excellent. This employee performs at a level that is better than expected for many of the performance factors for the job. The employee performing at this level is recognized as a particular asset to the work unit. To be rated excellent, the numerical total of performance indicators must be from 23 to 26.

(3) Good. This is the expected and usual level of performance. The employee performs the job in a good, competent manner. This employee usually meets and sometimes exceeds performance expectations for the job. To be rated good, the numerical total must be from 18 to 22.

(4) Needs improvement. This employee performs at a level which occasionally fails to meet the expectations or requirements of the job. The employee meets performance expectations for some performance factors but then requires extra follow-up and direction by the supervisor. There are areas of performance which should be improved. To be rated needs improvement, the numerical total of performance indicators must be from 15 to 17.

(5) Unsatisfactory. The employee generally does not meet expectations for many of the performance factors of the job; there is need for immediate and significant improvements in performance. To be rated unsatisfactory, the numerical total of performance indicators must be 14 or less.

N.Y. Comp. Codes R. & Regs. Tit. 9 § 149.4