Attendance and Punctuality HEAR Review Metric

Attendance and Punctuality are equally important. To get a certain score you must meet both metrics.   If one metric gets a five and one gets a 1, then the score should be the lower of the two metrics


5 (Exceptional) = An employee uses 0-16 hours of VACU or AWOL AND is tardy 0-5 times.
4 (Exceeds Expectations) = An employee uses 17-32 hours of VACU or AWOL AND is tardy 6-12 times.
3 (Meets Expectations) = An employee uses 33-48 hours of VACU or AWOL AND is tardy 13-24 times.
2 (Below Expectations) = An employee uses 49-64 hours of VACU or AWOL OR 65-80 hours of sick time AND is tardy 25-36 times.
1 (Needs Improvement) = An employee uses 65+ hours of VACU or AWOL OR 81+ hours of sick time AND is tardy 37+ times.
Attendance

• An employee is granted 64 hours of sick time each benefit year (September 1-August 31). When they exceed that amount, it is deemed excessive and the employee is required to provide a doctor’s note.  Any hours above 64 hours of sick time used within the review period will automatically put a staff member at a 2 or lower for attendance.  Supervisors should recommend FMLA when staff members request excessive sick time.
• Vacation Unscheduled (VACU) and Absent without Leave (AWOL) hours are what you count for the attendance metric in addition to sick time usage over 64 hours.
• VACU is defined as not providing a full day’s notice (24 hours)
• Supervisor will need to manually enter the time as VACU in Kronos. The employee should not submit the request themselves into Kronos.

Punctuality

• Tardiness will be defined by the Kronos rule of 7.
• If you have to mark an exception for the employee arriving late that is a tardy.
• Ensure you are adjusting an employee’s schedule at the beginning of every pay period if it deviates from their pattern in Kronos.
• Lateness due to a major weather event will be excused. John Middleton will send out messages when a major weather event occurs. 

Liz Sargent

Assistant Director, Customer Experience

HEAR - Close out before a new plan

If a staff member's job duties change and results in needing to update the work plan with another SMART goal, an "unscheduled review" can be conducted to close out the current work plan in order to proceed with a new work plan. The review period would remain the same--non-supervisors 07/01/13 - 06/30/14.

 

This question was raised as a result of a staff member going from PT to FT status and changing job duties (ex. primarily shelving to programming/outreach).

 

Also, to be in compliance with AP 3-20, supervisor should not sign review until he/she has met with employee to discuss review. This leaves opportunity for rating to be adjusted if employee disagrees and provides appropriate documentation. NOTE: Before meeting with employee, a copy (printed/PDF) should be sent to reviewing authority to be aware of ratings that will be discussed with employee.

Thank you, Marcos, for fact checking with Noel Pinnoch!!!

Best regards,

Mary Wagoner

Smart Goal logs and instructions

Hello,

Thanks to Marcos Martinez for some great tools for SMART Goals!

• Library Card Application Error Log-- https://docs.google.com/spreadsheet/ccc?key=0AqpUcgF0fjLbdENNSlpfbEhvVEVVRzNxZk1ZUm9hZnc&usp=sharing
• Library Card Application Error Log Instructions--https://docs.google.com/file/d/0B6pUcgF0fjLbY3N1d2N5bHZCMjg/edit?usp=sharing

Feel free to download these and use them with your staff members!

Thanks,

Laurie