Continuous Performance Management (CPM) is a tool used to measure performance and to continuously develop individuals into high-performing employees. Continuous Performance Management is effective January 1, 2025, and applies to all classified employees except those serving in a classified When Actually Employed (WAE) appointment. The performance evaluation year shall be January 1 through December 31 of each year.
Forms – Coming Soon
CPM Planning Form
CPM Evaluation Form
CPM Not Evaluated Form
CPM Notes and Discussion Form
CPM Performance Development Tool
(a) The Evaluating Supervisor shall prepare a performance planning form at the beginning of each performance evaluation year.
(b) Prior to conducting a performance planning session with the employee, the Evaluating Supervisor shall obtain the Second Level Evaluator’s concurrence and signature on the performance planning form.
(c) During the performance planning session, the Evaluating Supervisor shall present and discuss the performance planning form with the employee.
(d) The Evaluating Supervisor shall sign and document the date of the performance planning session. The employee shall be given a copy of or access to the performance planning form. An employee cannot prevent the performance planning form from becoming official by refusing to acknowledge receipt of the form.
(e) A performance planning session shall be conducted during the first two calendar months following:
(f) A performance planning session may be conducted when:
(a) Following the performance evaluation year, the Evaluating Supervisor shall assign one of the five ratings listed below based on the employee’s overall satisfaction of position requirements. Position requirements include, but are not limited to, performance, behavior, and quality/quantity of work. While consistency is a consideration, an extraordinary outcome or egregious conduct may cause a rating to be “Exceptional” or “Unsuccessful”.
(b) “Not Evaluated” Rating
(c) “Unrated” Rating
(a) Performance evaluations sessions shall be conducted after the performance evaluation year has ended and rendered no later than March 1. All performance evaluation ratings shall be recorded with an effective date of January 1.
(b) The Evaluating Supervisor shall base the evaluation of the employee’s performance on the goals as stated on the performance planning form.
(c) To render a performance evaluation, the Evaluating Supervisor shall:
(d) An employee cannot prevent the performance evaluation form from becoming official by refusing to attend the performance evaluation session and/or refusing to acknowledge the performance evaluation form. Should the employee refuse to attend the performance evaluation session and/or acknowledge the performance evaluation form, the Evaluating Supervisor shall document the refusal on the performance evaluation form.
Evaluating Supervisor: The Evaluating Supervisor shall be responsible for the administration of Continuous Performance Management for designated employees in accordance with these rules and any applicable agency policies. Administration includes, but is not limited to, communicating with subordinates throughout the performance evaluation year regarding both satisfactory and unsatisfactory performance and behavior, need for improvement and need for additional training. Such communications may be formal or informal.
Second Level Evaluator: The Second Level Evaluator shall be responsible for the administration of Continuous Performance Management for designated employees in accordance with these rules and applicable agency policies. Administration includes, but is not limited to, periodically meeting with their own subordinates and maintaining a general familiarity with the employees who they will serve as Second Level Evaluator so that they can fulfill their responsibilities in a fair and impartial manner.
(a) When an employee is not available, the provisions of these rules shall be satisfied by notifying the employee via mail or email. The notification shall be deemed timely if it was mailed to the employee’s most recent address, as evidenced by official proof of mailing, or emailed to the employee’s state issued email address as evidenced by a copy of the dated email together with a “read” receipt, reply email or other affirmative acknowledgment of receipt.
(b) For evaluation sessions, if the employee is notified by mail or email, the notification must be sent on or before March 1. The agency is required to maintain documentation that the employee was notified on or before this date.