Standards for public agencies

2020 Edition

Human Resources Management (PA-HR) 4: Performance Review

Performance review is an ongoing process that:
  1. establishes and refines goals for job performance and professional development; 
  2. assesses progress towards meeting goals for job performance and professional development;
  3. recognizes accomplishments; 
  4. provides constructive feedback; and
  5. facilitates open, two-way communication as a means to encourage performance improvement.
2020 Edition

Currently viewing: HUMAN RESOURCES MANAGEMENT (PA-HR)

VIEW THE STANDARDS

Purpose

The agency's human resources practices attract and retain a competent and qualified workforce that is capable of supporting the agency's mission and strategic goals.
Note: Please see the Personnel Records Checklist for additional guidance on this standard.
1
Full Implementation, Outstanding Performance
A rating of (1) indicates that the agency's practices fully meet the standard and reflect a high level of capacity.  
  • All elements or requirements outlined in the standard are evident in practice, with rare or no exceptions: exceptions do not impact service quality or agency performance. 
2
Substantial Implementation, Good Performance
A rating of (2) indicates that an agency's infrastructure and practices are basically sound but there is room for improvement.
  • The majority of the standards requirements have been met and the basic framework required by the standard has been implemented. 
  • Minor inconsistencies and not yet fully developed practices are noted; however, these do not significantly impact service quality or agency performance.
3

Partial Implementation, Concerning Performance
A rating of (3) indicates that the agency's observed infrastructure and/or practices require significant improvement.  

  • The agency has not implemented the basic framework of the standard but instead has in place only part of this framework.  
  • Omissions or exceptions to the practices outlined in the standard occur regularly, or practices are implemented in a cursory or haphazard manner.  
  • Service quality or agency functioning may be compromised.  
  • Capacity is at a basic level.
4
Unsatisfactory Implementation or Performance
A rating of (4) indicates that implementation of the standard is minimal or there is no evidence of implementation at all.  
  • The agency’s observed administration and management infrastructure and practices are weak or non-existent; or show signs of neglect, stagnation, or deterioration.
Self-Study EvidenceOn-Site EvidenceOn-Site Activities
County/Municipality Administered Agency, State Administered Agency (Central Office), or other Public Entity
  • Performance review procedures 
  • Performance review forms/templates 
State Administered Agency (Regional Office)
  • No Self-Study Evidence
County/Municipality Administered Agency, State Administered Agency (Central Office), or other Public Entity
  • No On-Site Evidence
State Administered Agency (Regional Office)
  • Documentation of communications with personnel about performance review process
County/Municipality Administered Agency, State Administered Agency (Central Office), or other Public Entity
  • Interviews may include:
    1. Agency leadership
    2. HR director
    3. Supervisory personnel
    4. Personnel at various levels
  • Review personnel records
State Administered Agency (Regional Office)
  • Interviews may include:
    1. Regional Director
    2. Regional HR personnel
    3. Supervisory personnel
    4. Personnel at various levels
  • Review personnel records

 
Fundamental Practice

PA-HR 4.01

The agency provides every full-time and part-time employee with an annual, written performance review that involves the employee and the supervisor.

Interpretation

Performance reviews should be conducted in-person where possible. Ongoing, regular professional or case supervision, group supervision, etc., does not meet the intent of the standard. 
Examples: The agency can promote active participation by personnel in the performance review process by: 
  1. designating time to discuss the written review; 
  2. soliciting the individual’s input on his or her accomplishments, challenges, and objectives for future performance and professional development; and
  3. providing opportunities for personnel to evaluate their supervisor’s performance.

 

PA-HR 4.02

Performance reviews emphasize self-development and professional growth and include:
  1. objectives established in the most recent review; 
  2. accomplishments and challenges since the last review period;
  3. objectives for future performance; and
  4. individualized professional development plans that may contribute to improved job performance or advancement within the agency.

 

PA-HR 4.03

Personnel have the opportunity to sign, obtain a copy of, and provide comments on written performance reviews.