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 Process
In Fall, 2008, as agreed during collective bargaining, a Performance Evaluation Task Force was established with participation by the employee exclusive representatives and various agencies of the State Personnel Management System. The purpose of the Task Force was to increase the effectiveness of evaluations, and their overall completion rate. In August, 2009, the Task Force completed its work and made recommendations for changes to the evaluation process. Some of the recommended changes required changes to the law, which were proposed and passed during the 2010 Legislative Session. These changes went into effect on July 1, 2010.
Training sessions are being offered to instruct supervisors in using the revised PEP process. Supervisors should also read the Performance Planning & Evaluation Program (PEP) Guidelines and Instructions to familiarize themselves with the process.
Before signing the revised PEP form, supervisors should read and be familiar with the Code of Fair Employment Practices.
Links to the evaluation forms for use with the revised PEP process are listed below. These forms should be used for all permanent employees, including those in the Executive Service.
Management Employees (Revised 11-17-2010)
Non-Supervisory Employees (Revised 11-17-2010)
Supervisory Employees (Revised 11-17-2010)
Performance Improvement Plan (Revised 3-26-2013)
Supervisor Feedback Instrument