{"id":895,"date":"2023-06-09T16:33:14","date_gmt":"2023-06-09T16:33:14","guid":{"rendered":"http:\/\/wyomingtraining.com\/subject-matter-minute-blog\/?p=895"},"modified":"2023-08-16T19:29:42","modified_gmt":"2023-08-16T19:29:42","slug":"subject-matter-minute-episode-62-pmi-evaluation-scorerating","status":"publish","type":"post","link":"http:\/\/wyomingtraining.com\/subject-matter-minute-blog\/subject-matter-minute-episode-62-pmi-evaluation-scorerating\/","title":{"rendered":"Subject Matter Minute, Episode #62 – PMI Evaluation Score\/Rating"},"content":{"rendered":"

The below post is taken from the Video Blog, the Subject Matter Minute. If it’s a little hard to read, it’s because it’s taken from the spoken word. You can view the episode on YouTube if you would like. Find it here: Episode #62 – Performance Evaluation Score<\/a><\/p>\n

If YouTube is blocked for you or your agency, you can scroll to the bottom of this post to view it from Google Drive. (I would prefer you view it on YouTube, so I know how many people have watched)<\/p>\n

You can also listen to an audio version<\/a>.<\/p>\n

Hello and welcome to the Subject Matter Minute! And welcome to summer! I think. It rained all day Sunday and really hasn\u2019t broken 70 here in Laramie, but\u2026 maybe that\u2019s keeping the mosquitos away!\u00a0<\/span><\/p>\n

So the last episode was on Flexible Work Schedules. I have heard from many of you that this really sparked some conversations. And that is fabulous. It may make some supervisors\u2019 jobs a bit harder, but shouldn\u2019t we all be working towards satisfaction with our jobs? And flexibility is definitely top of the list as far as job satisfaction goes. So keep working on it\u2026\u00a0<\/span><\/p>\n

So, I don\u2019t know if you\u2019ve noticed, but there is a lot of PMI stuff going on right now. Everyone is finishing up last year’s PMI and now we are starting up the next evaluation period\u2026 and all in a brand new system. Gotta love it, right? Please try not to hate on HRD\u2026 this WILL make things better down the road. We are going to be just like the other big kids with a system that ties all the essentials together.\u00a0<\/span><\/p>\n

And now\u2026 to top all this PMI stuff off, for the second year in a row, a portion of our raises will be based on our PMI evaluation score. And that\u2019s what I want to talk to you about today\u2026 our performance evaluation score. (music)<\/span><\/p>\n

Before I dive into this, I want to thank Rebecca Kouba for being my subject matter expert for this episode. She has been bustin\u2019 her hump making the new Neogov Performance system work for us. Thanks, Rebecca\u2026<\/span><\/p>\n

So\u2026 understandably, there is some confusion out there about the PMI scoring. We have all been raised with the A through F scoring mentality, right? And that makes it hard to see a score of 2 out of 4 as being good. Seems more like a 50%… or an F, right? Well, trust me, a score of 2 out of 4 in our system is good\u2026 quite good.<\/span><\/p>\n

Ok, first of all, let\u2019s talk about how our scores are calculated. As you have heard, we now are being rated on 7 competencies. Everyone is being rated on the same 7 competencies. Each competency rating carries equal weight. In order to get an average, numeric values are associated with each rating. An Unsatisfactory rating is equivalent to a point value of 0, a Growth Necessary rating is equivalent to a point value of 1, a Meets Expectations rating is equivalent to a point value of 2, a Commendable rating is equivalent to a point value of 3, and a Superior rating is equivalent to the point value 4. Each numeric value is used to compute the average or overall score.\u00a0<\/span><\/p>\n

Let\u2019s practice. Let\u2019s say I receive the following ratings:\u00a0<\/span><\/p>\n

Communication: Growth Necessary
\n<\/span>Customer Service: Meets Expectations
\n<\/span>Judgment and Decision Making: Meets Expectations
\n<\/span>Team Player: Commendable
\n<\/span>Accountability: Meets Expectations
\n<\/span>Professionalism: Commendable
\n<\/span>Leadership: Meets Expectations<\/span><\/p>\n

Now let\u2019s put in the numerical equivalents. (add numbers to the above list)<\/span><\/p>\n

You add up all the numbers and divide by the total number of competencies\u2026. Which is 7.<\/p>\n

So, as you can see, I will receive an overall score of 2.14. (1+2+2+3+2+3+2 = 15; 1<\/span>5\/7 = 2.14).<\/p>\n

Ok, now let\u2019s look at the chart to see what that average means. You can see that I\u2019m safely within the \u201cMeets Expectations\u201d area on the chart.\u00a0<\/span><\/p>\n

\"\"<\/p>\n

Ok, so as I mentioned before, to many, the score of 2.14 out of 4 seems like a lousy score, and again, to many, the term \u201cmeets expectations\u201d doesn\u2019t seem all that good as well.\u00a0 Well\u2026. Here\u2019s the deal with \u201cmeets expectations.\u201d It means that you are a great employee! You are doing what you were hired to do and you are doing it well.\u00a0<\/span><\/p>\n

The actual definition of an overall rating of Meets Expectations at the State of Wyoming is this: Employee is a highly valued contributor who performs all essential functions of the job successfully. Employee consistently sustains an effective level of performance. This individual reliably performs position duties. This individual is comfortable with responsibilities and often is described as the \u201cnorm\u201d \u2013 a solid performer. Employee is doing adequate work within the scope of their classification.<\/span><\/p>\n

Again\u2026. A valued contributor! Let\u2019s be honest, this is where most people at the state should fall in the ratings. If everyone at the state got meets expectations, and it truly matches their output, then this organization would be running like a finely oiled machine. Not that it\u2019s not\u2026. \ud83d\ude42\u00a0 I just don\u2019t know if it is or not. Depends on who you talk to.<\/span><\/p>\n

While we are here, let\u2019s explore the other overall ratings to see what they mean. As you saw before, meets expectations is a numerical score of 1.5 to 2.4. You can see where the others line up here. Let\u2019s just say that instead of that \u201cgrowth necessary\u201d for communication, I rocked a \u201csuperior.\u201d Superiors are worth 4 points, so that bumps my score up to 2.6. As you can see that gives me an overall score within the commendable area. Someone who scores as commendable, to put it briefly, exceeds the position expectations, and performs exemplary work within the scope of their classification.\u00a0<\/span><\/p>\n

\"\"<\/p>\n

\"\"<\/p>\n

If I were to have the most motivated year of my life and score an overall rating of superior, that would mean that I had made \u201coutstanding and remarkable contributions constantly.\u201d And that I had \u201cperformed at a level that was astonishing and was often working outside the scope of my classification.\u201d\u00a0<\/span><\/p>\n

Ok, let\u2019s go the other direction. If I had scored between .5 and 1.4, I would have a \u2018growth necessary\u2019 rating. This means that my work was inconsistent and that I was not quite living up to expectations. <\/span><\/p>\n

And finally, if I just decided to blow everything off and basically not do my job at all, I would get an \u2018unsatisfactory\u2019 rating. Luckily, we have very, very few employees that got this rating last year.\u00a0<\/span><\/p>\n

Just so you know, a large majority of us fall into the meets expectations and commendable area.<\/span><\/p>\n

If you want more details about the different ratings, I have linked the \u201crater chart\u201d in the show notes.<\/span><\/p>\n

Ok\u2026 that\u2019s it for today. I hope this helps clear up some confusion, and helps some of those that didn\u2019t feel so great about their evaluation ratings. Now go out and finish up last year’s PMI and get next year\u2019s started! <\/span><\/p>\n