The Performance Planning and Evaluation Program is a process by which supervisors and employees can come together to discuss goals, objectives, and expected performance throughout the year. This process allows the supervisor and employee to improve their communication and plan for higher levels of output from the unit or department. The actual performance evaluation is a logical extension of the process which allows the supervisor and employee to appraise and discuss the accomplishment of certain standards and goals.
Revised PEP Forms: Skilled and Professional Positions
In Fall, 2008, agency representatives began training their supervisors in the use of new, simplified PEP forms, which are listed below. A target date of January 1, 2009 was established for all agencies to have trained their supervisors and begun using the new forms.
PEP cycles begun using the original PEP forms should be completed with the same forms. The revised forms should then be introduced at the next Beginning-of-Cycle meeting.
Before signing the revised PEP form, supervisors should read and be familiar with the Code of Fair Employment Practices, a link to which can be found in the column to the right under the heading “PEP Supervisory Information.”
The evaluation of employees who are also supervisors, and who supervise at least 5 employees, shall include the results of an anonymous survey of employees assigned to the supervisor. A link to the “Supervisor Feedback Instrument” which is to be used for the survey, can be found below.
Management Employees
Non-Supervisory Employees
Supervisory Employees
Performance Improvement Plan
Supervisor Feedback Instrument