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GO 42
Employee Performance Mastery System
| Who would be the reviewer for a sergeant who conducts an annual evaluation on their employee? | Lieutenant |
| How many days does an employee has to enter comments into the system regarding their evaluation? | 15 Days |
| Can Medical information be contained within the employee’s supervisor’s file? | No |
| The supervisor’s files may contain the following information: Name 6 | 1. Examples of work produced; 2. Notes about specific tasks/work completed; 3. Notes about meetings with the employee; 4. Notes about informally counseling the employee; 5. Formal counseling(s); and 6. Copies of items that are contained in other files (disciplinary action taken against the employee, letters of commendation, personnel records, training records, etc.) |
| What month that all supervisors must complete an annual evaluation on their subordinate employees. | September |
| What are the three components to a Performance Plan? | -Universal Responsibilities -Positional Responsibilities -Individual Responsibilities |
| _________ are key behaviors/outcomes and bodies of knowledge required for all jobs within JSO. | Universal Responsibilities |
| ________ provide clarity between management and the employee about the purpose of the job and its importance to JSO, and what behaviors/outcomes employees will be held accountable for based on their position in JSO | Positional Responsibilities |
| _______ are individual employee goals which support higher departmental objectivity. They are both consistent for a position and unique to that employee’s role | Individual Responsibilities |
| What date is all Annual Evaluations are due? | September 30th |
| When can a supervisor meet with the employee for an evaluation discussion? | Upon approval by the reviewer |
| After the evaluation discussion, the employee must sign the evaluation using what? | the supervisor computer |
| The Performance Mastery is a defined process for. | Aligning an individual’s goals with the agency’s mission and Continually improving individual performance |
| This system will be used as a __________ communication tool between both supervisor and employee. | two-way |
| Employees will receive ongoing performance feedback to enable them to _________________. | develop and improve |
| Performance mastery is conducted on a _______ cycle that includes _______ communication / coaching and ends with a formal annual evaluation. | yearly and quarterly |
| Employees will know what is expected of them at all times; to create and reinforce a climate within JSO where there is a greater likelihood for the mutual success of both the employee and JSO; are example of the Performance Mastery System what? | Principles |
| Employees will receive ongoing _____________ to enable them to develop and improve. | performance feedback |
| True/False: Universal, positional, and individual responsibilities will be reviewed annually by the affected employee and his supervisor. | True |
| What month supervisors must create a Performance Plan for their subordinate employees in the system? | October |
| Supervisors may establish a Performance Improvement Plan _________during the evaluation cycle. | anytime |
| No exit evaluation is necessary if the employee has been with the current supervisor for less than__________. | 90 days. |
| An employee can refuse to sign the evaluation and in this situation, a witness would be called in to sign the evaluation at the supervisor’s computer. Can the witness can be the reviewer? | No |
| Letters of commendation, notes about meetings with the employee, examples of work produced, formal counseling(s); and notes about informally counseling the employee are things that maybe contain in a supervisor file of their employee. | True |
Created by:
dar6975
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