N.Y. Comp. Codes R. & Regs. tit. 9 § 148.3

Current through Register Vol. 46, No. 45, November 2, 2024

Section 148.3 - Performance evaluation

(a) Employees covered by this Part shall be evaluated every six months from the time of appointment to a salary grade.

(b) An employee must be on the payroll at the time of rating. Employees will not be evaluated for any period in unpaid leave status. When an employee is off the payroll or in less than regular full-pay status for a full payroll period or more, the employee's rating period is to be extended by the same amount of time (in multiples of full payroll periods). Each rating period will cover six months in paid status, which need not be continuous service.

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

(1) Outstanding. The employee's performance is clearly exceptional in comparison with performance expectations. The employee's performance consistently exceeds all performance expectations for the job. The employee can be relied upon to perform the most difficult and complex assignments in an independent and timely manner. Work is always completed in an accurate and appropriate manner. This exceptional performance causes the employee to stand out among other employees in the work unit.

(2) Effective.

(i) This is a broad category which covers a wide range of employees, all of whom are performing acceptably. It is the expected and usual level of performance.

(ii) The employee usually meets and sometimes exceeds performance expectations for the job. The employee generally performs assigned tasks/duties in a good, competent manner and may be recognized as a particular asset to the work unit. The employee can be given assignments with confidence that generally they will be completed in an efficient, effective manner. The employee's performance may be characterized by the completion of more difficult assignments, or in the completion of regular assignments more effectively or rapidly than generally expected.

(iii) An effective employee may also be characterized as meeting minimal performance expectations for the job. There may be areas of performance which should be improved. The employee may meet performance expectations for certain tasks or assignments, but some assignments may require extra follow-up and direction by the supervisor, or the supervisor may feel it necessary to withhold certain assignments from the employee.

(3) Unsatisfactory. Generally, the employee does not meet expectations for many of the important tasks/duties of this job. The employee frequently fails to meet reasonable expectations for routine tasks and/or occasionally fails to meet performance expectations in carrying out critical assignments. There is need for immediate and significant improvement in performance.

N.Y. Comp. Codes R. & Regs. Tit. 9 § 148.3