New Hampshire Code of Administrative Rules
Per - Director of Personnel, Division of Personnel in the Department of Administrative Services
Chapter Per 800 - EMPLOYEE PERFORMANCE EVALUATION
Part Per 801 - PERFORMANCE EVALUATION PROCESS
Section Per 801.04 - Requirements for Professional/Technical Evaluation
Universal Citation: NH Admin Rules Per 801.04
Current through Register No. 12, March 21, 2024
(a) In addition to the requirements listed in Per 801.02, each supervisor conducting a professional/technical staff evaluation shall rate the following performance criteria by checking the appropriate box on the form indicating if the employee meets or falls below expectationsin the following areas:
(1) Attendance, providing in the narrative
section for each below expectations rating a description of evidence showing
that a repeating pattern of misuse, if any, can be documented by the employee's
attendance records;
(2) Quantity of
work, as evidenced by completion of assignments on time and planning and
organizing workload efficiently;
(3) Quality of work, including the
accomplishment of work with a minimum of errors and demonstrated ability to
learn from mistakes;
(4) Job
knowledge, including staying current on technical developments and maintaining
job-related professional or continuing education requirements for
licensure;
(5) Communications
skills, including demonstrated ability to get along with co-workers and
subordinates and to express job-related information effectively;
(6) Dependability, including demonstrated
ability to follow internal policy guidelines or directives of the agency and
maintain appropriate confidentiality;
(7) Cooperation, including demonstrated
ability to contribute, adapt to new methods, and perform back-up work for
co-workers; and
(8) Any select
areas related to the position including, but not limited to, the following
categories:
a. Initiative, as evidenced by
problem-solving, making suggestions for improvements, and seeking guidance when
necessary;
b. Safety, as evidenced
by observing safety procedures, maintaining equipment, and alerting supervisors
to potential hazards;
c. Appearance
appropriate to the duties and responsibilities of the position, as determined
by the agency, consistent with the approved supplemental job
description;
d. Leadership, as
evidenced by motivating other employees and delegating work effectively;
and
e. Any specialized performance
criteria specified in the employee's supplemental job description.
(b) Item (a) (8) c. above shall be rated either "yes" or "no."
(c) Each supervisor shall also comment on performance by using the narrative section reserved for comments on each of the categories listed in (a) above.
(See Revision Notes at chapter heading for Per 100) #8738, eff 10-18-06
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