Table of Contents - McNeese State University · Table of Contents SECTION 1 ... Agencies are required to use Chapter 10 of the State Civil Service Rules for planning and evaluating

Table of Contents

SECTION 1 Overview

Chapter 10

SECTION 2 PES Timeframes

SECTION 3 PES Roles

Evaluating Supervisor

Responsibilities

2nd Level Evaluator Responsibilities

Appointing Authority

Responsibilities

Agency Reviewer/Designee

Responsibilities

SECTION 4 PES Suggestions

Employee


Agency Reviewer/Designee

SECTION 5 PES Forms

SECTION 6 FAQ’s

P E R F O R M A N C E E V A L U A T I O N S Y S T E M

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Overview

What is the PES?

our agency is charged with rendering certain services to the public, which it accomplishes through its employees, supervisors and 2nd level evaluators, through the agency’s strategic planning process, and through the agency’s rules, policies, and standards for work performance

as well as work behavior.

It is important for your employer to effectively communicate to you the work that you are expected to accomplish, your job duties, how these are linked to the agency’s mission and goals, and what standards you are expected to meet in work performance and behavior on the job.

This communication should occur between you and your supervisor throughout the year. The State Civil Service rules require that your supervisor provide you with this information in written form at least once each year through the State’s Performance Evaluation System.

You should have the opportunity to discuss with your supervisor his/her expectations of you, in order to clarify anything that needs to be made clear and to ensure that you fully understand what is expected of you. At least once a year, you will receive a written performance evaluation. For further information regarding your agency’s performance evaluation process, please contact your agency Human Resources Office. Agencies are required to use Chapter 10 of the State Civil Service Rules for planning and evaluating employee performance. The Chapter 10 rules on PES clearly provide for a 3‐level evaluating system.

Agencies must use the 3‐tier evaluating system described in Chapter 10 of the rules. Our standard recommendation is that supervisors provide written comments to support any evaluation given but the rules require documentation for an evaluation of “Needs Improvement/Unsuccessful” or “Exceptional”. This required documentation must be attached to the PES form.

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Section 1

http://www.civilservice.louisiana.gov/CSRules/Chapter10.aspx


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Timeframes

WHAT is due and WHEN is it due?

Performance Evaluation YEAR July 1st – June 30th (of each year)

Performance Planning July 1st – September 30th (of each year)

Performance Evaluation July 1st – August 31st (of each year)

Effective date of Evaluation July 1st (of each year)

Effective date of Performance Adjustment October 1st (of each year)

Deadline to request an Agency Review September 15th (of each year)

Deadline for Agency to render decision October 15th (of each year)

Deadline to request a C.S. Director’s review 10 calendar days from the date the Agency Reviewer rendered the decision to the employee.

Deadline for C.S. Director to render decision 30 calendar days from the time they receive the PES file from the agency’s HR Director.

Section 2


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PES Roles

Role of the Evaluating Supervisor

10.2 of the State Civil Service Rules outline the responsibilities of an Evaluating Supervisor when utilizing the PES system. The Evaluating Supervisor is required to plan with the employee, document that the planning occurred, provide performance feedback throughout the performance year and evaluate the employee’s performance. Also, all evaluating supervisors are required to take the mandatory PES supervisors training. PES is a vital role for all supervisors as it will significantly impact an employee’s success in his/her work life.

Effective December 14, 2012 (See General Circular 2011‐036), all Evaluating Supervisors who do not fully comply with the requirements of Chapter 10 for their designated employees will not be eligible to receive a performance adjustment. Therefore, the PES system has an even greater effect on the success of a supervisor. An evaluating supervisor will not be eligible for a performance adjustment if he has not completed the planning, documenting and evaluating requirements of the PES system for his designated employees.

Role of the 2nd Level Supervisor

10.3 of the State Civil Service Rules outline the responsibilities of the 2nd Level Evaluator when utilizing the PES system. The 2nd level evaluator must approve the performance plan and performance evaluation prepared by the Evaluating Supervisor before it is rendered to the employee for signature. The 2nd level Evaluator shall be responsible for administering the performance evaluation system in accordance with these Rules and any applicable agency policy. A 2nd level Evaluator who fails to administer the performance evaluation system in accordance to these Rules shall not be eligible for a performance adjustment for that year.

Role of the Appointing Authority

The Appointing Authority of each agency shall:

Designate an Evaluating Supervisor for each employee

Designate a 2nd Level Evaluator for each employee

Designate an Agency Reviewer(s) or an Agency Review Panel

Determine how “Not Evaluated” is to be used in their organization (internal process)

Annually report to the Civil Service, in such manner as the Director prescribes

Section 3

http://www.civilservice.louisiana.gov/files/general_circulars/2011/GC2011-036.pdf


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Role of the Agency Reviewer(s) or Review Panel

Per State Civil Service Rule 10.11, the Agency Reviewer(s) is charged with reviewing the employees’ PES form along with supporting documents, requesting any additional documentation that is needed to fully understand the rating of an employee. Once the information is gathered, the Agency Reviewer looks at all the documents and meets with both the Evaluating Supervisor and the employee (doesn’t need to be at the same time). After the fact gathering and following discussion have taken place, the Agency Reviewer(s) can render a decision. This decision is based on the information. The Reviewer may either overturn or affirm the evaluation rendered by the supervisor. If the rating is overturned, the Agency Reviewer(s) can assign the employee an overall evaluation rating of; Unrated, Needs Improvement/Unsuccessful, Successful or Exceptional.

Per State Civil Service Rule 10.11 (f), The Agency Reviewer(s) shall give the employee, the Evaluating Supervisor, and the Human Resources office written notice of the results of their review. This notification shall be provided no later than October 15th. Any change in evaluation shall be retroactive to July 1st.


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PES Suggestions

Employee

Keep your own Kudos file and give it to your supervisor before evaluation time.

The performance year is considered July 1st – June 30th of each year.

Planning should occur between the supervisor and employee beginning July 1st and

ending on September 30th of each year.

Evaluations should occur between supervisor and employee beginning July 1st and

ending on August 31st of each year.

Be aware if you have not received an evaluation on or before August 31st, your official

rating will be “Un‐Rated”. You do not have to wait to be notified that your evaluation

was an Un‐Rated; you can go on and Request a Review if you wish to. There is a form on

the SCS website that you can use for this purpose. Either way, your Request for Review

must be received by September 15th.

A permanent employee can only request a review of a PES evaluation if they receive an

evaluating of “Needs Improvement/Unsuccessful” or “Unrated”.

You may be eligible for a performance adjustment with an effective date of July 1st if you

receive an “Exceptional”, “Successful”, “Unrated” or “Not Evaluated”.

If you are requesting a review, you need to explain why you disagree with the

evaluation given to you by your supervisor.

Request informal feedback throughout the year from your supervisor, especially if there

are areas in which you personally are trying to improve.


Provide a copy of position description to the employee as a reference.

Help the employee understand how their jobs connect with the agencies goals and

mission.

Explain to the employee that they will be held responsible for all aspects of their job

when you evaluating—not just the planning expectations. (i.e., Position description,

policies and procedures manual, training manual, all verbal and written communications

regarding job duties.)

Have the employee keep their own "Kudos" file.

Section 4


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Conduct planning updates and informal evaluation sessions throughout the

performance year.

Communicate, Communicate, Communicate throughout the year.

Document that communication took place.

Remember that the employee is being evaluated for the entire performance year. Don’t

lose sight of this and only consider the performance of the past few months prior to

evaluation time.

Get the 2nd Level Evaluator’s approval on both the Planning and the Evaluation prior to

meeting with the employee.

Do not wait until the last minute to evaluate an employee.

Complete forms, conduct sessions, and submit completed forms to your H.R. office well

ahead of internal deadlines. That way, if there are problems with your forms, H.R. may

have time to return them to you for corrections before the Chapter 10 deadline.

Conduct "unofficial" closeout ratings if an employee leaves your supervision and it isn’t

within the window of opportunity for the official rating; conduct an official rating if it is

within the window of opportunity for rating.

When you have questions, get with Human Resources for assistance.

When it is discovered that an employee did not receive a “formal” planning between

July 1st and September 30th, it is encouraged that the supervisor meet with the

employee at that time to communicate expectations. This will not take the place of the

“formal” evaluation that is required by State Civil Service Rule 10.5.

Agency Reviewer(s)

The Appointing Authority can serve as the designated agency Reviewer in response to

an employee’s Request for Review of a PES Evaluation, or shall designate one or more

persons to serve in the role of Designated Reviewer or Agency Panel.

If your agency names several individuals to serve on an Agency Review Panel, at least

one person must be named as the Designated Reviewer and should be the individual to

sign the Request for Review document.

The Designated Reviewer shall interview/discuss the evaluation with the employee and

the Evaluating Supervisor. This does not have to be done at the same time. The meeting

must be documented in Step 2 on the Request for Review form. If this is not possible

due to extenuating circumstances, contact your Human Resources office for

recommendations on handling this issue. They may contact Civil Service if necessary.

Sometimes non‐PES issues come to the attention of the Reviewer in the Review process.

The Reviewer, as appropriate, can certainly bring these issues to the attention of the


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Human Resources office or Appointing Authority. It is not appropriate to address those

in the PES review, even if the employee has included them in the Request for Review.

There are some rule violations that would automatically signal to a Reviewer that a

rating should be overturned. Please refer to State Civil Service Rule 10.7 for the

definition of a compliant rating. (For example, no signatures affixed, rating done outside

the window of opportunity.)

Then there’s the violation of another rule—no planning session conducted. What should

you use to rate an employee when the planning session has not be completed? Position

descriptions, policies and procedures manual, training manual, other communications,

documentation from the rating period, Supervisory notes and/or emails. It is possible to

conduct a valid rating session in the absence of a planning session.


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Forms

PES (get a copy)

Request For Review ( ) get a copy

Performance Development Tool ( ) get a copy

Performance Notes ( ) get a copy

Employee Information

Dept/Office/Section/Unit: Employee Personnel #:

Employee Name: Performance Year:

Employee Title: Evaluation Period:

Overall Evaluation: Exceptional Succe ssfu l Needs Improvement/Unsucce ssfu l

Not Evaluated

Unrated ‐ If Unrated, se le ct sub ‐category: Never Rendered Untimely Vio la tion of Chapter 10

Planning Session Evaluation Session

Date the Planning Session was Conducted: Date the Evaluation Session was Conducted:

Second Level Evaluator Signature:

Delivery: Hand Mail

Personnel #: Date: Second Level Evaluator Signature:

Evaluating Supervisor Signature: Personnel #: Date:

Personnel #: Date: Evaluating Supervisor Signature:

Personnel #: Date:

Employee Signature: Date:

Employee Signature:

Interim Discussions (optional) Employee Statement: I have received a copy of the evaluation and

understand that failure to sign will not prohibit the evaluation from becoming

official for the performance year. Date: Employee/Supv Initials:

Date: Employee/Supv Initials:

Human Resources Office Use Only

Date Planning Received in Human Resources: Human Resources Staff Initial:

Date Evaluation Received in Human Resources: Human Resources Staff Initial:

Section 5

http://www.civilservice.louisiana.gov/files/forms/PES EVAL (Planning and Evaluation).doc

http://www.civilservice.louisiana.gov/files/forms/PES REV (Request for Review).doc

http://www.civilservice.louisiana.gov/files/forms/Performance Development Tool.docx

http://www.civilservice.louisiana.gov/files/forms/Performance Notes.docx


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FAQs

If you have a question that is not included in this list, please contact your Agency’s Employee Relations Consultant at (225) 342‐8274.

General PES Questions

Are planning sessions required for employees on detail to special duty?

No. SCS Rule 10.5(f)(2) states that a planning session is required after the permanent movement of an employee into a position having a different position number with significantly different duties. The Evaluating Supervisor, however, may choose to do a planning for an employee on detail to special duty.

Are evaluation sessions required for employees on detail to special duty?

Yes. While a planning session is not required for a detail, the employee would have been required for the employee’s fallback position. Likewise, SCS Rule 10.4(a) requires that each employee shall be evaluated on their overall performance. As such, the evaluation may take into account the performance in the detailed position as well as the fallback position.

Does the PES apply to Classified WAE’s?

No. While SCS Rules 10.3 and 10.7 state that the PES applies to all classified employees, the intent of the rule is not such that would require that Classified WAE’s be held to the same standards as full time, permanent classified employees. An agency may, however, choose to evaluate their Classified WAE’s, but this is not a SCS requirement. Classified WAE’s, however, are not eligible for performance adjustments.

How does an Evaluating Supervisor submit the planning and evaluation to Human Resources?

Agencies will set up internal processes that will spell out this process along with internal timeframes/deadlines that each is due.

Does Civil Service need to review the agency policy?

SCS doesn’t require an agency to have a policy. If, however, an agency does have a policy, SCS does not need to review it unless the agency is asking for an exception to the rule.

Are agencies required to have signatures for planning and evaluation sessions on the same form?

Section 6


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Ideally, all required signatures for both the planning and evaluation sessions would be on the same PES form. However, if there is a need to have multiple forms for planning and evaluation sessions, the agency can have separate signatures. These forms, however, must be stored together and must be able to be presented together upon request.

Documentation and the PES Are agencies required to provide supporting documentation when evaluating an employee?

Documentation is always good to have to support any evaluation (attached or documented on the PES form) but when rating an employee “Needs Improvement/Unsuccessful” or “Exceptional”, documentation must be included, in accordance with SCS Rule 10.7(c)2.

Does SCS have any standards on the types of documentation that is required to justify an evaluation of “Unsuccessful/Needs Improvement” or “Exceptional?”

No. Agencies may set internal standards for documentation. SCS does not require a specific type/form of documentation nor does SCS require hard copies of documentation to be attached to the PES form. Appointing Authorities should determine to what extent they will set standards for documentation, in order to comply with SCS Rule 10.7(c)2.

Does the agency have to attach documents to the PES form or can documentation be provided in the comments portion of the PES form?

Appointing authorities may choose to require specific types of documentation to be attached to the PES form, but there is no specific requirement, other than the requirement to provide said documentation in SCS Rule 10.7(c) 2.

Requests for Review Who is considered the Agency Reviewer(s)?

The appointing authority of each agency designates the Agency Reviewer(s) or Agency Review Panel. The Reviewer(s) shall not be either the Evaluating Supervisor or Second Level Evaluator who signed the evaluation being reviewed.

Can an employee be re‐rated in the PES system?

There are no provisions for re‐rating in the PES System.

If an employee is assigned an “Unrated” and chooses to request an Agency Review, what options do the Agency Reviewer(s) have to address this type of evaluation?


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Agency Reviewer(s) can choose to uphold the “Unrated” evaluation if a rule violation occurred. They can also, after discussions with the employee and Evaluating Supervisor, and review of any pertinent documentation of the employee’s performance, choose to assign an evaluation of “Needs Improvement/Unsuccessful,” “Successful,” or “Exceptional.”

If, during the course of the agency review process, the Agency Reviewer(s) discovers that there is a rule violation, can they change the evaluation to “Unrated” immediately and end the review process without discussing with the employee and/or Evaluating Supervisor?

No. While the Agency Reviewer(s) can change the evaluation to an “Unrated” due to a rule violation, once an employee submits a request for agency review, the Reviewer is obligated, in accordance with SCS Rule 10.11(e) to review the employee’s request, and discuss with the employee and the Evaluating Supervisor. If, after these discussions, the Reviewer chooses to change the evaluation to “Unrated,” they would be in compliance with the rule. The Reviewer can, however, choose to assign a different evaluation as part of the review process, even if a rule violation is present. This decision should be based upon the documentation provided during the process and explained clearly by the Reviewer. Agencies should keep in mind that “Unrated” evaluations will be reported to the SCS Commission in the annual PES report for each Agency.

Can an employee who receives an “Unrated” request a Director’s review?

No. According to SCS Rule 10.12, the SCS Director’s review is only for those employees who received an overall evaluation of “Needs Improvement/Unsuccessful” following an Agency Review.

First and Second Level Evaluators Who is considered the Evaluating Supervisor and the Second Level Evaluator?

According to SCS Rules 10.2 and 10.3, the appointing authority of each agency is required to designate an Evaluating Supervisor and a Second Level Evaluator for each employee.

If an Evaluating Supervisor feels during any point in the evaluation year that a new planning needs to be done, can they?

Yes, SCS encourages the Evaluating Supervisor, when significant duties or new projects that will affect the employee’s day to day operations change, to meet with the employee and communicate those new expectations with them.

Do both the Evaluating Supervisor and the Second Level Evaluator have to meet with the employee for the planning/evaluation?

No, the rule only requires that the evaluating supervisor meets with the employee, but both must sign off on the planning & evaluation prior to the employee receiving it, in accordance with SCS Rules 10.5 and 10.7.


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How should the evaluation be handled if the Evaluating Supervisor is out of the office during the evaluation period? Does the Second Level Evaluator automatically become the Evaluating Supervisor?

SCS Rules 10.2 and 10.3 required that the appointing authority shall designate an Evaluating Supervisor and a Second Level Evaluator. While these requirements are typically fulfilled by the first and second line supervisors for an employee, the appointing authority may designate someone outside of the direct chain of command to conduct either level of the evaluation.

Conducting Planning & Evaluation Sessions When is it appropriate to use the rating of “Not Evaluated”?

The rating of Not Evaluated is given when an employee is active on a state agency’s payroll as of June 30th, the end of the performance year, and the employee has worked less than 3 months at the evaluating agency within the performance year, and the appointing authority determines that not enough time has elapsed to create an evaluation for the employee. If an employee transfers from one agency to another during the evaluation period, the gaining agency is required to conduct an evaluation session even if the employee did not work for that agency during the performance year. In this situation, “Not Evaluated” would be the appropriate rating to use.

If any employee is out on active military leave during the year, how is an agency supposed to handle the evaluation session?

In accordance with SCS Rule 10.6(b), an Evaluating Supervisor may assign an evaluation of “Not Evaluated” only when the employee is active as of June 30th of the performance year, has worked less than three (3) months at the evaluating agency within the performance year, and the appointing authority determines that not enough time has elapsed to create an evaluation for the employee. This may not apply to all employees on active military duty, as many employees will actually have worked more than three (3) months within the performance year. Any employee who actually worked more than three (3) months within the performance year must be evaluated. In this situation, SCS Rule 10.7(d) would apply. The agency can notify the employee by mail; the evaluation will be deemed timely is it is mailed to the employee’s most recent address on or before August 31st, as evidenced by official proof of mailing.

When Evaluating Supervisors don’t establish a performance plan for employees, does that make the evaluation rendered a fatal flaw and it should be changed to “Unrated”?

No, while the SCS Rules state the Evaluating Supervisor “shall” establish a performance plan and the plan “shall” be signed by the Second Level Evaluator, the employee can still be given an evaluation based on observation of work and position description duties. The Evaluating Supervisor should establish a plan as soon as it is discovered that none was done and evaluate based on that plan. In this scenario, the Evaluating Supervisor


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and Second Level Evaluator lose eligibility for a performance adjustment because the plan was not established timely and the system was not administered as required by rule.

If an Evaluating Supervisor establishes a plan but the Second Level Evaluator does not sign, does this make the evaluation at the end of the year a fatal flaw and should the rating be changed to “Unrated”?

No, the Evaluating Supervisor is in compliance with the rule. The Evaluating Supervisor, however, should remain in contact with the Second Level Evaluator to get signature prior to the planning deadline. If the Second Level Evaluator refuses to comply, the Evaluating Supervisor should report this to HR for further action. The appointing authority would then determine next steps (assign a different Second Level Evaluator, instruct the Second Level Evaluator to comply with his responsibilities, etc.). In this scenario, the Evaluating Supervisor would be considered in compliance but the Second Level Evaluator may not and may risk performance adjustment ineligibility.

What if an employee who was employed on June 30th of the evaluation year separates from an agency before the evaluation period is over, i.e. between July 1st and August 31st? Is the losing agency required to conduct an evaluation session for this employee?

No. According to SCS Rule 10.7(b) the official evaluation must be rendered no later than August 31st. So, if an employee who was employed on June 30th resigns before the end of the evaluation period (8/31), the agency would not be required to evaluate that employee and no rule would be violated. However, the employee would show up on the annual PES report as being employed on June 30th, so the agency would likely need to explain the difference between those numbers and the total number of evaluations. There are, however, obligations for the gaining agency related to the employee’s evaluation. See “When is it appropriate to use the rating of “Not Evaluated.”

What if an agency conducted an evaluation session prior to the evaluation period beginning, i.e. in June rather than July? How should this be corrected?

According to SCS Rule 10.7(b), the evaluation period is July 1st through August 31st; according to SCS Rule 10.5(f), the planning period is July 1st through September 30th. All planning and evaluation sessions shall be conducted in accordance with these guidelines in order to be considered official. If an agency conducts either a planning or evaluation session outside of these dates, the employee would not receive an official evaluation, and their evaluation would be considered “Unrated.” The Evaluating Supervisor and Second Level Evaluator would also not be eligible for their performance adjustments in accordance with SCS Rule 10.2(b) and 10.3(b).

Can an Official Evaluation be altered/updated if there is still time remaining within the Evaluation Period?

No. Once the conditions in SCS Rule 10.7(c) have been met, the evaluation is considered to be “official.” Any change to this evaluation must be made as part of either the Agency


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Review process (SCS Rule 10.11) or a review by the Director of Civil Service (SCS Rule 10.12).

If an employee begins employment within 90 days of the performance year ending, is an agency required to do a separate planning for the time between the start date and the end of the performance year?

No. SCS Rule 10.5(f) requires that all planning sessions be conducted within three (3) calendar months following the appointment of a new employee, the movement of an employee into a position having a different position number with significantly different duties, or the beginning of the new performance evaluation year. If an employee starts employment within 90 days of the beginning of the new performance evaluation year, an agency may choose to conduct only one (1) planning session which would satisfy the SCS Rule. However, agency personnel must ensure that the planning session not exceed the 90 day time limit from the date of appointment, even if there is time remaining in the planning period for the new performance year.

Performance Adjustment Eligibility

When does an employee become eligible for a performance adjustment? According to SCS Rule 6.14(a), an employee who is in active status as of June 30 of the performance year is eligible for a performance adjustment, provided that the appointing authority determines that the employee’s performance warrants such an adjustment. Furthermore, SCS Rule 10.8 states that an employee whose overall evaluation is “Needs Improvement/Unsuccessful” is not eligible for a performance adjustment.

When Evaluating Supervisors and Second Level Evaluators don’t comply with ALL components of the Chapter 10 rules, are they eligible for a performance adjustment?

No, C.S. rule 10.2(b) and 10.3(b) indicated they are responsible for administering the performance evaluation system for their designated employees in accordance with these Rules and if they fail to do so they shall not be eligible for a performance adjustment for that year.

If an Evaluating Supervisor or Second Level Evaluator is out of the office and the Appointing Authority designates someone else to fulfill this role, is that employee still eligible for a performance adjustment?

Yes, as long as the appointing authority has determined that the employee actually merits the performance adjustment. According to SCS Rules 10.2 and 10.3, it is the responsibility of the appointing authority to designate personnel to fulfill these roles. Agencies should document these types of situations, however, to ensure compliance with the rules and with any applicable agency policy.


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What if the Second Level Evaluator did not sign/approve the PES document prior to the planning/evaluation session, but the Evaluating Supervisor complied with all of the Chapter 10 rules? Are both ineligible for a performance adjustment?

Maybe. Situations such as this should be evaluated by the Agency on a case‐by‐case basis to determine performance adjustment eligibility. There may be cases where only the Evaluating Supervisor or Second Level Evaluator are ineligible, and there also may be cases in which both are ineligible. Agencies should review the Chapter 10 rules and any agency policy closely and document these situations clearly in the employee’s personnel file.

If an employee transfers between Departments during the evaluation period, is that employee eligible for a performance adjustment?

Maybe. SCS Rule 6.14(a) states that an employee who is in active status as of June 30 with a state agency during the performance year becomes eligible for and may be granted a performance adjustment, provided that the appointing authority has determined his performance merits such an adjustment. While the employee may not have been employed by the new agency during the performance year, if the employee was in active status as of June 30 with another agency, that employee would be considered to have eligibility, assuming the employee is not given a “Needs Improvement/Unsuccessful” evaluation.

Unclassified Appointments

Can an agency grant a performance adjustment to an employee’s classified position while they are on a leave of absence into an unclassified appointment?

Yes. Agencies may grant performance adjustments to a classified employee’s fallback position, although, they must ensure that some form of performance evaluation has been completed, as follows:

For unclassified appointments made by the Governor, the agency must document some form of performance evaluation from the Governor’s Office or other official which specifically states that the employee’s performance was adequate

For unclassified appointments made by the appointing authority, the agency must complete a performance evaluation; in these cases the evaluation of “Not Evaluated” would be appropriate, assuming that the employee worked less than three months during the performance year in the classified position

If an unclassified appointee worked for more than three months during the performance year in the classified fallback position, the agency would not be able to use “Not Evaluated” and would be required to complete the evaluation in compliance with SCS Rules.

Can an agency consider the performance of an unclassified appointee when completing a performance evaluation for their classified fallback position?


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Yes. The agency may choose to consider the employee’s performance in the unclassified position in terms of completing the evaluation on the classified position. This may aid an agency in developing the evaluation to comply with agency policy, if those are more stringent than the SCS Rules.

When evaluating an unclassified appointee’s classified fallback position, is the agency required to have both an Evaluating Supervisor and Second Level Evaluator signature on the PES document?

No. For unclassified appointments made by the Governor, his evaluation of the employee’s performance in the unclassified position will suffice. For all other unclassified appointments, the approval of the appointing authority will suffice in situations in which the employee actually worked less than three months in the classified fallback position and warranted an evaluation of “Not Evaluated.”

Documents

Table of Contents - McNeese State University · Table of Contents SECTION 1 ... Agencies are required to use Chapter 10 of the State Civil Service Rules for planning and evaluating