Exempt from preproposal statement of inquiry under RCW 34.05.310(4).
Title of Rule and Other Identifying Information: New sections WAC 357-37-010 What is the purpose of an employee performance management [process]?, 357-37-015 What is the employer's responsibility for an employee performance management process?, 357-37-020 What objectives must an employee performance management process satisfy?, 357-37-025 What is the employee's responsibility within the performance management process?, 357-37-030 When and how often must performance feedback be provided to an employee through the formal evaluation process?, 357-37-035 How should an employee be notified of unsatisfactory performance?, 357-37-040 What forms and procedures must employers use to plan for and evaluate employee performance?, 357-37-045 Can an employer supplement the standardized employee performance evaluation procedures and forms?, 357-37-050 Can an employer factor performance into compensation and layoff decisions?, 357-37-055 How does an employer receive performance management confirmation which enables them to factor performance into compensation and layoff decisions?, 357-37-060 What elements will the director evaluate to determine if an employer should be granted performance management confirmation?, 357-37-065 May employers develop employee recognition programs?, 357-37-070 What factors should employers consider in developing employee recognition programs?, 357-37-075 Can an employee request the employer to review the performance evaluation process or procedure used for the employee's evaluation?, and 357-37-080 Can an employee request the director to review the performance evaluation process or procedure used for the employee's evaluation?
Hearing Location(s): Department of Personnel, 521 Capitol Way South, Olympia, WA, on July 29, 2004, at 10:00 a.m.
Date of Intended Adoption: July 29, 2004.
Submit Written Comments to: Sharon Whitehead, Department of Personnel, P.O. Box 47500, FOR DOP TRACKING PURPOSES PLEASE NOTE ON SUBMITTED COMMENTS "FORMAL COMMENT," fax (360) 586-4694, by July 23, 2004.
Assistance for Persons with Disabilities: Contact Department of Personnel by July 23, 2004, TTY (360) 753-4107 or (360) 586-8260.
Purpose of the Proposal and Its Anticipated Effects, Including Any Changes in Existing Rules: The proposed rules address performance management for state employees.
Statutory Authority for Adoption: Chapter 41.06 RCW.
Statute Being Implemented: RCW 41.06.150.
Rule is not necessitated by federal law, federal or state court decision.
Agency Comments or Recommendations, if any, as to Statutory Language, Implementation, Enforcement, and Fiscal Matters: Due to the passage of SHB 1268 the director of the Department of Personnel has rule-making authority regarding performance management. The proposed rules implement this provision of the Personnel System Reform Act.
Name of Proponent: Department of Personnel, governmental.
Name of Agency Personnel Responsible for Drafting: Sharon Whitehead, 521 Capitol Way South, Olympia, WA, (360) 664-6348; Implementation and Enforcement: Department of Personnel.
No small business economic impact statement has been prepared under chapter 19.85 RCW. Not required.
A cost-benefit analysis is not required under RCW 34.05.328.
June 23, 2004
E. C. Matt
(1) Explain the employee's responsibility for successfully performing assigned job duties and responsibilities;
(2) Assess how well the employee has contributed to efficiency and effectiveness in fulfilling the objectives of the organization and the position; and
(3) Recognize an employee's successful job performance and identify any necessary changes in job performance.
(1) Request clarification of any job duty, standard, or expectation that is unclear;
(2) Perform work as assigned and meet job standards and expectations;
(3) Participate in the performance evaluation process; and
(4) Communicate with supervisor and share successes and problems so the supervisor can better measure progress and provide assistance.
(1) A probationary employee or a permanent employee serving a trial service period or transition review period before the employee attains permanent status in the position; and
(2) A permanent employee on an annual basis.
(1) Executive commitment to a performance-based culture;
(2) Present status of performance management in the organization;
(3) Defined roles and responsibilities for implementing and sustaining a performance management system;
(4) Policy and process for holding managers accountable for properly carrying out their roles and responsibilities in performance management;
(5) Internal policies and procedures for a performance management system;
(6) Strategy for communicating to employees regarding policies, procedures, and timelines for performance management;
(7) Performance management orientation and training for managers and supervisors;
(8) Internal mechanisms for managing funding for performance-based compensation;
(9) Implementation of a performance and development plan for all employees subject to performance factor decisions; and
(10) Process for monitoring and measuring success.