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Slide 2 Slide 3 Slide 4 Slide 5 Slide 6 The employee starts the appraisal year at a 2 performance level! In order to excel, the employee needs to know the game rules. Slide 7 A two-way conversation between employee and supervisor. A clarification and explanation Examples of going above and beyond 1.Set up cash register and start daily paper work prior to opening time so that sales and cash records are maintained accurately with no more than two errors per year. 2.Sell merchandise to customers so that public demand is served and proper stock and cash accountability are maintained with no more than $20 total for combined shortages and overages per month and check up within 25 cents, 75 percent of time each month. 3. Close out cash register and complete a cashier report so that sales and cash records are maintained accurately within a time frame specified by supervisor with no more than four errors per year. 1.Performs sales clerk responsibilities in a retail and/or wholesale environment to include selling merchandise to customers; accounting for cash and stock (standard set at no more than $20 overage/shortage per month and checking up within 25 cents 75 percent of the time); setting up/closing out cash register; completing required paperework/reports; and preparing/distributing merchandise orders. 2.Renders prompt and courteous customer service by expressing a pleasant attitude and communicating product knowledge and purchasing information with customers. 3.Observes people entering store and monitors actions in an attempt to prevent theft and to comply with legal requirements associated with the sale of alcoholic beverages (e.g. sales to underage or intoxicated persons). 4.Maintain facility so that an attractive, safe, and clean environment is produced (e.g., sweeping, mopping waxing/buffing floors, dusting, washing windows, replacing light bulbs, cleaning the parking lot, cutting grass, maintaining shrubbery, etc.) 5.Lifts cases of merchandise weighing up to 53 pounds ranging in height from floor level up to six (6) feet as required to unload trucks, organize inventory, and stock/organize sales area. 6.Participates in the inventory control process to include verifying the accuracy of truck deliveries as required determining stock shortages/overages within timeframes established by department policy. 7.Prepares departmental forms/reports in order to document routine business and personnel activities of the store within timeframes established by departmental policy. Slide 8 The four Work Habit areas will be discussed and a written policy should be provided. Employees signature denotes discussion, not necessarily agreement. Slide 9 1. Attendance Use of leave in accordance with agency policy FMLA and Military leave provided without consequence Annual and sick leave a benefit not a right Productivity maintained and work is not disrupted. 2. Punctuality Time of the employees arrival in the morning, return from lunch and breaks, and departure from the shift. 3. Cooperation with coworkers Extent to which an employee works with and does not hinder coworkers/supervisors /vendors/contractors in their work to achieve work unit goals and directives. 4. Compliance with rules Departmental policies, procedures and areas outlined in the Rules of the State Personnel Board. Slide 10 Slide 11 STRENGTHS WEAKNESSES COMPETENT LEVEL Required signatures Slide 12 Slide 13 4 = Consistently Exceeds Standards Consistently and clearly exceeded requirements for the position over the 12 months of the year 3 = Exceeds Standards Frequently exceeded expected results with little or no supervision on routine tasks 2 = Meets Standards Performed in a fully competent manner and met goals. 1 = Partially Meets Standards Results were not routinely met and supervision was often required 0 = Does Not Meet Standards Performance required close supervision on tasks where the employee should be operating independently Slide 14 Slide 15 Discipline means to teach not punish! Progressive discipline is a process for dealing with job-related behavior that does not meet expected and communicated performance standards. The primary purpose for progressive discipline is to assist the employee to understand that there is a performance or behavior problem and there is an opportunity for correction or improvement. Slide 16 Unsatisfactory work habits Policy violations Poor performance Slide 17 Warning Reprimand Suspension Termination Slide 18 Counseling, while formally documented (ABC-12-1), is NOT a step in the discipline process and does not deduct points from the final appraisal. Slide 19 Slide 20 Slide 21 Disciplinary steps of Warning and Reprimand are documented on ABC- 4-12-2. Slide 22 Slide 23 Slide 24