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Job Performance Planning and Evaluation

The purpose of the Job Performance Planning and Evaluation System is to promote employee development, enhance employee productivity, serve as a basis for sound DOHR decisions, and provide a permanent record of the performance of major job duties and responsibilities for employees in the State service.

The PE Process is described in more detail in 1120-05-.03 of the DOHR Rules.

  1. Initial JPP Discussion
  2. Periodic Reviews
  3. Formal Written Assessment
  4. Review by an Appropriate Manager
  5. Review by Appointing Authority

Job Performance Planning and Evaluation Forms

Below are some forms that will help in your use of the Performance Evaluation System.

Instructions for Omniform use

System 2A Rating Forms

  • System 2A - An evaluation system which uses job responsibilities from job catalogs or those developed "from scratch" to produce a job plan. Formal evaluation ratings for each responsibility and the overall rating are based on written supporting documentation.
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  • Formal Evaluation - The official performance evaluation rating form. The supervisor uses this to give his or her rating of the employee´s job performance which occurred in the period between the initial Job Performance Plan and the present Formal Evaluation
 

Available Catalogs

The General Job Performance Areas and Clerical catalog covers many major job responsibilities that are commonly used in job planning.

Classification specific catalogs are listed below. Each catalog lists Major Job Responsibilities and Characteristics of Exceptional Performance that agencies have determined are relevant to that specific classification. While this may not be a comprehensive listing of Major Job Responsibilites, it will provide some standardization that you may find useful in creating Job Performance Plans. As job catalogs are revised or created, they will be added to this section.

Also, Catalogs have been developed to replace the content that was formally available on the Specialized Forms (these special evaluation forms which had printed responsibilities and descriptions of performance listed for each were phased out with the Edison implementation). These special catalogs, replacing the specialized forms, have been developed for specific job classifications and are designated as Special Form 2B, Special Form 2C, Special Form 2D, etc.

 

Additional Performance Evaluation Tools

 

Tools Specifically for Processing Performance Evaluation Documents in Edison

These documents are a consolidation of the steps found in the Edison Performance Evaluation training and are offered as supplemental tools to help you through the actual processing of your Performance Evaluation (PE) documents in Edison. These three documents are designed so that you may print them as a desk guide to help ensure that you follow all of the steps through completion. They are not a substitute for the PE training mentioned above. Updated Edison training material can be found at: Edison Support Info HCM > Human Resources.

 

Existing Training

Training is available for Supervisors rating their employees. The Mechanics of Performance Evaluation program is required under the authority of DOP Rule 1120-5-.08. To register for this course, contact your Department´s Training Coordinator or you may call the Department of Human Resources, Strategic Learning Solutions at 615-741-3673 for more information.

Contact Information

If you have questions regarding the use of the Performance Evaluation Forms, you may contact the Department of Human Resources, Employee Relations Division at 615-741-1646.

Additional information and tools will continue to be posted as they become available.