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Utah Administrative Code (Current through November 1, 2019) |
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R477. Human Resource Management, Administration |
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R477-10. Employee Development |
| R477-10-1. Performance Evaluation |
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Latest version.
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Agency management shall utilize the Utah Performance Management (UPM) system for employee performance plans and evaluations. The Executive Director, DHRM, may authorize exceptions to the use of UPM and this rule consistent with Section R477-2-2. For this rule, the word employee refers to a career service employee, unless otherwise indicated. (1) Performance management systems shall satisfy the following criteria: (a) Agency management shall select an overall performance rating scale. (b) Performance standards and expectations for each employee shall be specifically written in a performance plan. (c) Managers or supervisors shall notify employees when their performance plans are implemented or modified. (d) Managers or supervisors provide employees with regular verbal and written feedback based on the standards of performance and behavior outlined in their performance plans. (2) Each fiscal year a state employee shall receive a performance evaluation. (a) An employee shall have the right to include written comments pertaining to the employee's performance evaluation. (b) A probationary employee may receive a performance evaluation at the end of the probationary period. |
| R477-10-2. Performance Improvement |
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When an employee's performance does not meet established standards due to failure to maintain skills, incompetence, or inefficiency, and after consulting with DHRM, agency management may place an employee on an appropriate and documented performance improvement plan in accordance with the following rules: (1) The supervisor shall discuss the substandard performance with the employee and determine appropriate action. (2) Performance improvement plans shall identify or provide for: (a) a designated period of time for improvement; (b) an opportunity for remediation; (c) performance expectations; (d) closer supervision to include regular feedback of the employee's progress; (e) notice of disciplinary action for failure to improve; and, (f) a written performance evaluation at the conclusion of the performance improvement plan. (3) An employee shall have the right to submit written comment to accompany the performance improvement plan. (4) Performance improvement plans may also identify or provide for the following based on the nature of the performance issue: (a) training; (b) reassignment; (c) use of appropriate leave; (5) Following successful completion of a performance improvement plan, the supervisor shall notify the employee of disciplinary consequences for a recurrence of the deficient work performance. |
| R477-10-3. Written Warnings |
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Agency management may use written warnings to address performance or conduct problems. |
| R477-10-4. Employee Development and Training |
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(1) Agency management may establish programs for training and staff development that shall be agency specific or designed for highly specialized or technical jobs and tasks. (2) Agency management shall consult with the Executive Director, DHRM, when proposed training and development activities may have statewide impact or may be offered more cost effectively on a statewide basis. The Executive Director, DHRM, shall determine whether DHRM will be responsible for the training standards. (3) The Executive Director, DHRM, shall work with agency management to establish standards to guide the development of statewide activities and to facilitate sharing of resources statewide. (4) When an agency directs an employee to participate in an educational program, the agency shall pay full costs. (5) Agencies are required to provide refresher training and make reasonable efforts to requalify veterans reemployed under USERRA, as long as it does not cause an undue hardship to the employing agency. (6) Training shall be presented or made available online unless there is a physical or interactive component, the training takes place over consecutive, full-day sessions, or no attendee travels more than 50 miles from their primary residence or place of employment, whichever is closer to the training site, to attend the training. |
| R477-10-5. Education Assistance |
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Latest version.
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State agencies may assist an employee in the pursuit of educational goals by granting administrative leave to attend classes, a subsidy of educational expenses, or both. (1) Prior to granting education assistance, agencies shall establish policies which shall include the following conditions: (a) The educational program will provide a benefit to the state. (b) The employee shall successfully complete the required course work or the educational requirements of a program. (c) The employee shall agree to repay any assistance received if the employee resigns from state employment within one year of completing educational work. (i) Agencies may require the employee to repay any assistance received if the employee transfers to another agency within one year of completing educational work. (d) Education assistance may not exceed $5,250 per employee in any one calendar year unless approved in advance by the agency head. (e) The employee shall disclose all scholarships, subsidies and grant monies provided to the employee for the educational program. (i) Except for funding that must be repaid by the employee, the amount reimbursed by the State may not include funding received from sources in Subsection R477-10-4(1)(e). (2) Agency management shall be responsible for determining the taxable or nontaxable status of educational assistance reimbursements. |