Performance Standards and Expected Outcomes — Job Performance Evaluations
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In cooperation with appointing authorities, the commissioner shall establish, and may periodically amend:
The standards of performance for employees;
The expected outcomes for employees; and
A system of job performance evaluations based upon the standards described in subdivisions (a)(1) and (2).
Employee performance standards and expected outcomes must be specific, measurable, achievable, relevant to the strategic objective of the employee's state agency or division, and time sensitive.
Each appointing authority shall, at periodic intervals (but at least annually), make, and report to the commissioner, job performance evaluations for the employees in the appointing authority's department or state agency. Upon request by the commissioner, the appointing authority shall provide the information on which the appointing authority relied in evaluating job performance.
The performance evaluations of state service employees shall not be considered public records under § 10-7-503. Nothing in this subsection (d) shall be construed to limit access to these records by law enforcement agencies, courts, or other governmental agencies performing official functions.
Job performance evaluations may be used as follows:
To determine salary increases and decreases within the limits established by the compensation plan developed under this chapter;
As a factor in making or denying promotions; and
As a means of determining employees:
Who are candidates for promotion or transfer; or
Who, because of a low job performance evaluation, are candidates for demotion, dismissal or reduction in force.
[Deleted by 2020 amendment.]
In the process of establishing the system of job performance evaluations, the department shall afford representatives of recognized employee groups an opportunity to present facts, views or arguments related to the proposed system of job performance evaluations.