EFFECTIVE DATE: NOVEMBER 1, 1996; LATEST REVISION: AUGUST 1, 2006
PAGE 1 OF 3
West Virginia Division of Personnel
EMPLOYEE PERFORMANCE APPRAISAL
POLICY
POLICY
West Virginia Division of Personnel
EMPLOYEE PERFORMANCE APPRAISAL
I.
PURPOSE
A. The purpose of this policy is to establish a standardized performance appraisal system for State
employees and for employees of county health departments that is characterized by clearly-defined
performance goals and objectives and increased employee involvement. The performance manage-
ment system established by this policy is based on the belief that performance appraisal/evaluation
is only one component of an ongoing process of performance planning, management, and improve-
ment.
B. Performance appraisal/evaluation (along with the forms and procedures developed to accomplish
it) is the information gathering part of the performance management process. In performance
appraisal/evaluation, an organization identifies, measures, and evaluates an employee’s job-related
behaviors and accomplishments during a specific period of time and compares those to previously
established performance standards. Based on these comparisons, judgments are made regarding an
employee’s strengths and weaknesses, and what can be done to enable the employee to perform more
effectively. Information gained through the performance appraisal/evaluation process should be
used for a variety of performance-related activities such as: providing feedback to employees
concerning achievement of performance standards; identifying means to help employees function
more effectively; and providing information to be used in making personnel decisions on matters
such as salary advancements, promotions, demotions, transfer, and training.
II.
POLICY
A. It is the policy of the State of West Virginia to:
1. Tell employees what is expected of them during the first 30 days of each performance rating
period (which shall not exceed 12 consecutive months in length).
2. Provide feedback to employees regarding how well they are d