Performance Evaluation System

This system is a management prerogative. The State exercises this management right to evaluate its' employees within the constraints found within the PEF/NYS Agreement. As a steward you should know:

• ONLY UNSATISFACTORY performance evaluations can be appealed.
  • Appeals should be reviewed on procedure and merit.
  • All employees have the right to attach comments to their evaluations and should be encouraged to do so.
  • Any concerns not addressed in the MOU of the Agreement are legitimate subjects for Labor/Management discussions.
  • Appeal forms are available from your facility or PEF Field Representative.

The following is a checklist for investigating unsatisfactory evaluations:

• Was there an initial conference?
• Was the employee provided an employee worksheet?
• Was the reviewer a management/confidential employee?
• Did the immediate supervisor of record sign the performance program as the rater?
• Was the performance program timely?

Does the performance program contain:

• tasks and objectives?
• standards of achievement as relates to each task?

Do the tasks and objectives accurately describe what the employee's job is

• Are the standards realistic and attainable?
• Was the six (6) month recertification timely?
• Is the rater a permanent employee?

Your Field Representative should be immediately contacted.

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