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478-1-.13 SERVICE REGULATIONS. Amended.
SECTION 13.100. NOTICE OF PERSONNEL ACTIONS.
Any change in an employee's status or pay shall be reported to the Commissioner, in the form and manner prescribed by the Commissioner, as soon as possible but not later than thirty (30) calendar days after the effective date of the change. (09-25-97/09-25-97)
SECTION 13.200. (Reserved). (06-30-98/07-07-98)
SECTION 13.300. PERFORMANCE MANAGEMENT.
PAR. 13.301. Procedure. (11-15-95/02-01-96)
PAR. 13.301.1. The Commissioner shall, after consulting with the appointing authorities, establish a uniform performance management system for the periodic review and rating of the quality and quantity of work performed by employees. Such system shall be applicable to all employees in the classified service and shall include a mechanism for determining performance periods for all employees. (11-15-95/02-01-96)
PAR. 13.301.2. The performance management process shall be a cooperative effort between employees and supervisors; provided, however, the final determination of standards, expectations and/or summary ratings shall be in the sole discretion of the appointing authority. Each appointing authority shall require supervisors to seek input from affected employees when performance standards and/or expectations are established or modified. (11-15-95/02-01-96)
PAR. 13.301.3. Performance plans, performance reviews and performance ratings shall be made in the form and manner specified by the Commissioner. (11-15-95/02-01-96)
PAR. 13.301.4. Performance ratings shall be considered in making changes in pay and in determining the order of reduction in force. (11-15-95/02-01-96)
PAR. 13.302. Performance Plan. (11-15-95/02-01-96)
PAR. 13.302.1. An employee shall, within forty-five (45) days of being placed in a new position, be provided a performance plan specifying the responsibilities and expectations which the employee is expected to meet in order to be considered to have satisfactorily performed the duties of the position. If a performance plan is not provided in a timely manner, the affected employee may file a complaint with the departmental personnel officer. The departmental personnel officer shall initiate such measures as may be necessary to assure that the employee is provided a performance plan. (11-15-95/02-01-96)
PAR. 13.302.2. At the beginning of each performance period thereafter, the employee and the employee's supervisor shall meet to discuss and establish the performance plan to be followed for the subsequent performance period. (11-15-95/02-01-96)
PAR. 13.302.3. An employee who believes the responsibilities and/or expectations specified on the employee's performance plan to be arbitrary, capricious, non-job related or unrealistic may, in writing within five (5) work days of receipt of the plan, request a review by the designated departmental official. (11-15-95/02-01-96)
PAR. 13.303. Interim Review. Supervisors shall meet with each subordinate employee to discuss the employee's performance to date at least once during each performance period. A performance plan may be modified at any time during a performance period and shall be modified when new or different responsibilities and/or expectations are added to a position. (11-15-95/02-01-96)
PAR. 13.304. Performance Evaluation. (11-15-95/02-01-96)
PAR. 13.304.1. At the conclusion of each performance period, the performance of each employee shall be documented, evaluated and rated. A summary rating, reflective of the overall level of performance, shall be assigned to each evaluation according to the following scale: (11-15-95/02-01-96)
a. Exceeded Expectations;
b. Met Expectations; or,
c. Did Not Meet Expectations. (11-15-95/02-01-96)
PAR. 13.304.2. The evaluation shall be provided to and discussed with the employee. The employee shall be provided a copy of the evaluation and the opportunity to attach written comments or rebuttal to the evaluation. (11-15-95/02-01-96)
PAR. 13.304.3. If an employee receives a summary rating of "Did Not Meet Expectations" and the employee believes that the summary rating is arbitrary, capricious, or not reflective of the employee's overall performance, the employee may, in writing within five (5) work days of receipt of the evaluation, request a review by the designated departmental official. (11-15-95/02-01-96)
PAR. 13.305. Responsibilities, Expectations, or Performance Evaluation Review. (11-15-95/02-01-96)
PAR. 13.305.1. Each appointing authority shall designate an official(s) to consider employee requests for review of assigned responsibilities and/or expectations or summary rating. Such official(s) shall not be the first or second level supervisor of any employee requesting review. The identity of the designated official shall be provided to each employee upon presentation of a performance plan or a summary rating of "Did Not Meet Expectations". (11-15-95/02-01-96)
PAR. 13.305.2. The designated official shall, within fifteen (15) work days of receipt, review each request and supporting documentation and may, in the discretion of the designated official, meet with the employee and/or supervisor to secure additional information. (11-15-95/02-01-96)
PAR. 13.305.3. After considering a request for review of the assignment of responsibilities and/or expectations, the designated official shall uphold the assignment or direct the responsible supervisor to revise the assignment. (11-15-95/02-01-96)
PAR. 13.305.4. After considering a request for review of an evaluation summary rating, the designated official shall uphold the rating or direct the responsible supervisor to revise the rating. (11-15-95/02-01-96)
PAR. 13.305.5. The decision of the designated official shall be final, and issues dealing with the performance management system shall not be grievable nor appealable to the Board. (11-15-95/02-01-96)
PAR. 13.306. Performance Management System Evaluation. (11-15-95/02-01-96)
PAR. 13.306.1. Agency Evaluation. Each appointing authority shall conduct an annual review and evaluation of the agency's performance management system. Such review and evaluation shall be undertaken with the goal of assuring, to the extent possible, consistency of employee evaluation throughout the agency. (11-15-95/02-01-96)
PAR. 13.306.2. Commissioner's Evaluation. The Commissioner shall conduct an annual review and evaluation of the state-wide application of the performance management system. Such review and evaluation shall be undertaken with the goal of assuring, to the extent possible, consistency of employee evaluation throughout the classified service. (11-15-95/02-01-96)
SECTION 13.400. LEAVE. Reserved. (10-27-94/11-03-94)
SECTION 13.500. WORKING TEST MANAGEMENT REVIEW.
PAR. 13.501. Each employee beginning a working test on or after July 1, 1989, shall be provided a management review by the appointing authority within ten calendar days of completing one-half of the working test period or as near to such date as is practicable. The management review shall include an evaluation of the employee's progress and recommendations, if any, for corrective action. (08-24-89/09-14-89)
PAR. 13.502. Results of the management review shall be recorded on a form approved by the Commissioner. The completed form shall be maintained in the employee's departmental file. (08-24-89/09-14-89)
PAR. 13.503. Such management review shall be conducted solely for the purpose of promoting efficient management and employee development and shall not be interpreted as granting any additional rights to the working test employee. (08-24-89/09-14-89) Authority O.C.G.A. 45-20-6
SECTION 13.600. APPLICATION FOR EMPLOYMENT.
The commissioner shall develop and maintain a common employment application form to be used by all applicants for state employment. Such form may be supplemented by agencies when seeking information regarding unique jobs. (Reference: O.C.G.A. 45-20-1 (c)(3)). (09-25-97/09-25-97)
Authority O.C.G.A. 45-20-3; O.C.G.A. 45-20-4; O.C.G.A. 45-20-10.
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