Development of Performance Objectives s1

PERFORM PLANNING DOCUMENT FOR SUPERVISORY STAFF

Employee: Title

Rater: Date:

Reviewer: Date

Rating Components Performance Objectives Knowledge of Work 1. Maintains familiarity with all DHSS Administrative policies, procedures, and applicable rules and regulations. The technical knowledge of job functions 2. Understands the importance of confidentiality & HIPAA and demonstrates this 1 and understanding of the policies, knowledge by sharing confidential information with only those that have a direct procedures and processes as they relate business need to know. to the overall mission of the organization.

Quality of Work

2 The level of accuracy and proficiency with which assigned work is completed.

Situational Responsiveness 1. Willingly accepts new or different assignments in the event of a natural disaster, bioterrorism or emergency event and completes it according to specifications given The ability to respond to internal and at that time and within designated time frames. external stakeholders, develop and 2. Establishes and maintains effective working relationships with co-workers, team maintain effective relationships, members, and customers and treats others in a courteous, respectful and pleasant respond to inquiries and circumstances manner. as necessary as well as tolerate 3. Accepts assignments in a willing manner and will assist others in the work unit as 3 stressful situations, adapt to changes workload permits. and remain alert and aware of surroundings. This includes proficiency and accuracy of written and verbal communication as well as the ability to maintain the correct balance between tact and firmness.

Initiative 1. Attends/completes required training sessions as evidenced by the employee’s training record. (Administrative Policy 9.2) The ability and desire to actively seek out 2. Completes the Skills Assessment Survey, as directed, in order for skills to be new solutions, tasks, opportunities or known in the event of an emergency, natural disaster, or bioterrorism event. development that improve the 4 organization’s ability to accomplish its mission in a more effective and efficient manner as well as improve the employee’s value to the organization by furthering his or her own professional development.

Dependability 1. Consistently complies with Departmental and program policies and procedures. 2. Maintains regular and reliable attendance to perform job functions. The ability to complete assignments accurately and on-time as well as the 5 ability to follow required procedures and guidelines. This area may also be used to assess attendance for attendance sensitive functions.

Revised 01.03.2017 Page 1 OFFICE OF HUMAN RESOURCES Rating Components Performance Objectives

Performance Planning and 1. Subordinate staff are given job objectives at the beginning of the appraisal period; performance appraisals are completed objectively, accurately, and by established Documentation deadlines; and comments to support ratings given are included. 2. Communicates with subordinate staff regarding work performance on a regular The ability to ensure adequate supervision basis. 1 of applicable staff, primarily focusing on the accuracy, completion, and communication of the performance planning and appraisal process.

Leadership 1. Demonstrates the ability to effectively motivate, direct, and enhance the performance of subordinate employees. The ability to effectively motivate, direct 2. Ensures accountability of subordinate staff through compliance with all applicable and enhance the performance of policies, including but not limited to policies concerning behavior; work performance; employees. absenteeism and tardiness; use of state equipment; time accounting; non- discrimination; sexual and other harassment; maintaining a respectful, professional work environment; and countering workplace violence. 2 3. Demonstrates understanding of the provisions of the grievance and complaint policies. Demonstrates understanding of the need for appropriate neutrality and follows Department policy and state/federal laws prohibiting retaliation of any kind against grievants, complainants, or “whistle-blowers.” 4. Sets an example for employees by modeling appropriate work behavior and maintaining a respectful, professional work environment.

Management Skills 1. Ensures that employees annually review and sign the Administrative Policies checklist. The ability to oversee a process or project; 2. Ensures that employees participate in required training sessions (Administrative 3 the ability to organize, plan and strategize; Policy 9.2) exhibit judgment and independent 3. Ensures that each new employee completes the Skills Assessment Survey as soon discretion; and use resources effectively. as possible upon hire, and that employees complete the survey as directed.

Signatures:

Employee: Date:

Rater: Date:

Reviewer: Date

Revised 01.03.2017 Page 2 OFFICE OF HUMAN RESOURCES