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DA 230
EMPLOYEE REVIEW SYSTEM
EMPLOYEE NAME (Last, First, MI)
REVIEW PERIOD
From:
To:
No. of Feedback Sessions:
SOCIAL SECURITY NUMBER/EMPLOYEE ID
AGENCY NAME AND NUMBER
REVIEW TYPE
Probationary
Recommended permanent status
Extend probationary status
Not recommended for permanent status
Annual
Special
CLASS TITLE AND CODE
POSITION NUMBER
EMPLOYEE SIGNATURE/DATE
OVERALL RATING
Exceptional
Satisfactory
Unsatisfactory
SUPERVISOR SIGNATURE/DATE
REVIEWER SIGNATURE/DATE
REVIEW SYSTEM INSTRUCTIONS
PURPOSE
The Employee Review System is a process to review the effectiveness of employees and ensure their performance is
consistent with basic principles and practices identified in the performance feedback components of the Employee Review System.
The review system has been designed to be an interactive and ongoing communication process between supervisors and employees.
OVERVIEW
The review system includes two components for reviewing performance: Priority Outcomes Expected and Performance Feedback.
These components should be used in conjunction with each other rather than as stand alone documents. For example, when
recommending actions on Priority Outcomes Expected, the Performance Feedback component can be used to focus on demonstrated
strengths or to identify areas that need improvement. When used in this way, the components facilitate
discussion and feedback between the supervisor and the employee and can be used as a performance review and counseling tool.
A review is required at least annually and prior to the end of a probationary period. However, it is recommended that the Employee
Review System be used quarterly or as needed to provide feedback to the employee. Supervisors should initial and date the inside
back cover of this form at each feedback session.
An Overall Rating must be assigned upon completion of a required review or a special review. Each time a rating is assigned, the
completed review form must be signed by the employee, supervisor and reviewer. The original review form must be forwarded to
the agency personnel office for filing in the employee's official personnel file. The supervisor and employee should retain a copy
of the entire review form.
The employee and supervisor will start a new form at the beginning of the next review period. For Priority Outcomes Expected that
continue beyond the end of a review period, the relevant pages may be photocopied and new "Progress Notes, Recommended Action
and Results" may be continued on the photocopied page. Alternatively, a new page may be started at the beginning of the new review
period using the photocopies for historical reference.
COMPONENT INSTRUCTIONS
PRIORITY OUTCOMES EXPECTED
The Priority Outcomes Expected component focuses on the vital few programs, projects and processes that require special attention
during the review period.
At the beginning of each new review period, the supervisor and the employee will negotiate and identify Priority Outcomes that are
expected for the upcoming review period. Use as many sheets as needed to identify Priority Outcomes. Additional Priority Outcomes
may be added at any time during the review period. An outcome should be written in such a way that both parties understand its
meaning and will know whether the outcome has been achieved. Normally, the focus should be on desired results. However, when
important, process should also be noted. It may be useful to specify completion dates. While outcomes should be significant and
challenging, they should also be realistic.
At the end of the review period, or as progress updates are needed, the supervisor and the employee should discuss and assess Priority
Outcomes using the Performance Feedback component to guide the discussion. Progress and results on the Priority Outcome should
be noted along with any recommended actions negotiated between the supervisor and the employee and should be initialed and dated
by both parties.
PERFORMANCE FEEDBACK
The Performance Feedback component is based on performance principles and practices that employees in Kansas state government
are expected to follow.
At each feedback session or review conference, the supervisor and the employee should discuss the employee's performance. This
dialogue should be in context with Priority Outcomes Expected and any other assigned duties and responsibilities identified on the
employee's position description.
Each aspect of employee performance is followed by indicators to consider when reviewing the employee's performance. The
applicable boxes may be checked to highlight areas to be addressed. Additional relevant indicators may be added. Comments by the
supervisor and the employee should be noted and dated. Specific examples of strengths and areas needing improvement should be
discussed. Feedback that is well thought out and descriptive can help the employee focus on areas in need of development.
The Performance Feedback component includes:
Innovation and Change
Teamwork
Work Processes and Results
Self-Management
OVERALL RATINGS
General guidelines for the three overall ratings are provided to help distinguish among the three levels of performance.
Exceptional employees promote and consistently apply the performance principles and practices highlighted on the Performance
Feedback sheets. These employees frequently achieve the agreed upon Priority Outcomes Expected and the quality of the outcomes
exceeds expectations.
Satisfactory employees understand and apply the performance principles and practices highlighted on the Performance Feedback
sheets. These employees usually achieve the agreed upon Priority Outcomes Expected and the quality of the outcomes meets
expectations.
Unsatisfactory employees do not apply or flagrantly disregard the performance principles and practices highlighted on the
Performance Feedback sheets. These employees repeatedly do not achieve the agreed upon Priority Outcomes Expected or the quality
of the outcomes frequently does not meet expectations.
DA 230
Employee Name:
Insert
PRIORITY OUTCOMES EXPECTED
PRIORITY OUTCOME
Supervisor Signature
Date
Employee Signature
Date
Progress Notes, Recommended Action and Results:
DA 230
Employee Name:
Insert
PRIORITY OUTCOMES EXPECTED
PRIORITY OUTCOME
Supervisor Signature
Date
Employee Signature
Date
Progress Notes, Recommended Action and Results:
Progress Notes, Recommended Action and Results
