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To indicate priority or importance of the work, three sections of the Performance Planning and Review form (Compliance, Expected Behaviors and Expected Job Results) are assigned a weighting function.
Section 2: Compliance
All elements of the Compliance Checklist, appropriate for the individual's job, must be completed. They will be scored as either Yes or No. Due to the critical nature of the compliance requirements, the performance management process should focus on performance improvement until compliance is met.
- For Staff Members that provide patient care, all responses must be "Yes".
- A "No" response requires a Performance Improvement Plan and overall performance rating of "below expectations".
Section 5: Expected Behaviors
- No individual weighting for each expectation.
- Expected "role model behavior" for all issues related to diversity - only one level of acceptable performance.
- Total of Expected Behaviors will account for 50% of the overall performance rating.
Section 6: Expected Job Results
- Each performance quadrant must be weighted between 10% (minimum) and 70% (maximum) for an overall weighting of 100%. Supervisors have the discretion to weight Expected Job Results with the following guidelines:
- Customer Service results are required to be a minimum weight of 25%
- Total of Expected Job Results will account for 50% of the overall performance rating
- The most important factor to consider in determining the weight of an Expected Job Result is the relative importance for a specific job as it relates to the performance quadrant. Importance to job, impact on mission and priorities, effect on performance of department and consequence of errors are some factors to consider for weighting.
- Supervisors and Staff Members discuss an Expected Job Result's relative importance during the initial performance planning process. Staff Members must not be surprised at the Evaluation/Development Stage regarding the weight of any individual Expected Job Result.
Section 3: Overall Performance Rating
- Review ratings for Sections 2, 5, and 6 and indicate the rating which best describes overall performance throughout the performance period.
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