INTRODUCTION

The ultimate purpose of the Ohio Performance Review System is to improve the effectiveness and productivity of state government. Meeting this commitment requires that each state employee and manager perform his or her job as capably as possible.

Performance review is utilized by managers and supervisors to

	Work toward attainment of the agency/division mission, goals, and objectives
	Inform the employee of strengths, weaknesses, and progress
	Improve performance and productivity
	Strengthen work relationships and improve communication
	Develop employee skills
	Recognize accomplishments and good work
	Recommend employees for merit increases

The consistent use of the OPRS will assist managers and supervisors in the planning, monitoring, evaluation, and development of employee performance. This process will also enable employees to clearly understand their job duties and performance expectations and how they fit in to the overall purpose, vision, and goals of the agency and their respective division.

Because the State of Ohio recognizes that this managerial function is critical to our success, a manager or supervisor who fails to complete the performance evaluation process for each of his direct reports will be downgraded on his own performance evaluation.

It is therefore, imperative that the manager or supervisor establish a record keeping system that includes at least the following:

The establishment of this system is the responsibility of the individual supervisor or manager.

The Ohio Performance Review System Manual is an important source of information regarding the administration of the Ohio Performance Review System (OPRS). The proper application of the procedures will ensure that employees are evaluated on a fair and objective basis.

Periodic training is provided by the Department of Administrative Services, Human Resources Division, to assist managers and supervisors in evaluating bargaining unit members and/or exempt employees.

Effective implementation of the Performance Review System is in the best interests of

	Workers for state government, who want to know how they are doing and how they can improve and earn merit increases;
	Management, to clarify goals that can be achieved and reward good performance; and
	The citizens of Ohio, who rightfully expect efficiency in governmental operations.

It is the responsibility of every manager and supervisor to honestly evaluate the work performance of their employees at least one a year. Performance evaluation is not only a management right; it is a management duty (OAC 123:1-29-01, 123:1-29-02, and 123:1-29-03).

This duty is even more important now because of the need for timeliness. The evaluation form must be completed prior to the established deadline, or the step raise will be issued automatically. By scheduling the performance review conference approximately sixty days prior to the date of the employee's next step raise, an agency will ensure that the form can be filed thirty days prior to the step date. This time line will allow the processing time needed to deny a step raise or ensure movement to the next step.

It is just as important to complete the evaluation form so that communication, which is crucial to the success of the OPRS, can occur.

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