Human Resources/Payroll

Supervisor's Guidelines for Completing Column 1 and Column 2 of the Performance Management Document for Biweekly Support Staff

Staff performance is often reflected by the quality of communication between the supervisor and the employee.  An overall view of this on-going communication process should incorporate the following steps:

Clarifying the job (determing major job duties)
Defining service and performance expectations/standards
Documenting job performance
Evaluating job performance
Performance discussion

The results of the performance discussion stage are used to begin again the process of clarifying the job, defining service and performance expectations/standards, etc. for the next performance year.

COLUMN 1: DETERMINING MAJOR JOB DUTIES

Setting clear expectations about the content and quality of the job is an essential first step.  The following guidelines will help you with the first of your responsibilities - to determine the major job duties for each of your staff members.

Major job duties are those duties that are essential to the job. These duties are fundamental and critical to the job, describing what the job is really established to perform and if they are not performed, would severely impact the nature of the job.  Major job duties are distinct from marginal or secondary functions which ar peripheral to the core duties.  The following resources may help you identify major job duties for specific jobs:  

1.   The position description form that is on file in your unit.
2.   Prior performance appraisal documents thay you have in effect in your 
      department.

Some things to consider in determining major job duties

• What are the primary duties of the job? 
• What duties are essential/critical to the job? 
• What duties are sufficiently important to the overall success that performance below standard would result in unacceptable overall performance
•  What percentage of time is spent on the duty?
•  If the duty is performed inadequately, what is the impact on the department?  What is the consequence of error?
•  Are there legislative or regulatory reasons that require strict adherence and high standards of performance