Section 313.07. Performance evaluation.

 

(1)  Each employee's performance shall be evaluated as often as required to provide adequate training during the probationary period and to assure the employee is meeting performance and productivity expectations after the probationary period. The evaluation shall be written and shall include the specific skills and expectations of the position based upon the criteria of sub. (2) .

(2)  The criteria to be used in evaluating employees include, but are not limited to, the following:

(a) Quality of performance of assigned duties;

(b) Productivity level;

(c) Initiative;

(d) Attitude;

(e) Contributions beyond usual job duties; and

(f) Improvement in the criteria listed in this subsection.

(3)  The shop supervisor or designee shall meet with the employee as part of the evaluation process to discuss the employee's performance.

(4)  An evaluation shall be completed prior to any pay rate change and upon termination, regardless of cause.

(5)  After successful completion of probation, if an employee's evaluation indicates performance below expectations, a counseling session shall be held with the employee during which the supervisor shall explain the performance problem and the supervisor and the employee shall attempt to find a solution to the performance problem. A counseling report documenting the results of the counseling session shall be prepared.

(6)  Copies of the employee evaluation report and counseling report shall be distributed to the employee, the supervisor, the social services staff, and the employee's personnel file.

(7)  A recommendation concerning extra good time for those inmates to whom 1983 Wis. Act 528 does not apply shall be included in the evaluation. The criteria for an extra good time recommendation shall be those under s. DOC 302.31 (4) to (6) .

History: Cr. Register, March, 1994 , eff. 4-1-94.