Scoring the Performance Evaluation

Date of Last Review 5/7/07
SME: Director of Personnel Systems Management

Overview of KnowledgePoint Weighting Process

The performance evaluation is divided into three sections for all HCPC employees (exception: employees with a special lengthy project may have a fourth section added by the departmental manager at the onset of the project to specifically establish expectations, define required competencies, and set goals.)

Three sections for non-department head positions:

Three sections for department head positions:

Each competency within these 3 sections are weighted. HCPC administration establishes the weights for HCPC competencies and managerial competencies. Departmental managers establish the weights for departmental competencies and job specific competencies within their department.

Each section is also weighted in the same manner described above for competency weighting.

Scoring

Department manager follows these steps to determine the score.

Step	Action
1	Create the job description.
2	Determine a level of weight for each item. Note: All managers within the same department should equally weight all jobs utilizing the same job titles.
3	Force-rank the job description from the most important task to the least important task assigning weight levels.
4	Discuss the job description with the affected employee(s)
5	Perform the Performance Evaluation.
6	The Knowledge Point system will automatically score the evaluation: Possible scores include: 1.00 to 1.74 = unsatisfactory 1.75 to 2.74 = needs improvement 2.75 to 3.74 = meets job requirements 3.75 to 4.74 = exceeds job requirements 4.75 to 5.00 = outstanding
8	If employee scores "meets standards" or "exceeds standards", evaluate for merit eligibility. See Merit Plan.

Related Standards

The Joint Commission Human Resources Standards

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