Personnel Evaluation

Assignment No. 2 (Paper)
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PAD 530-Public
Personnel Management

August 5, 2012

In assignment number (2), for this paper I will compare and contrast three (3) state agencies’ personnel evaluation systems, analyze and summarize four (4) key factors to consider in implementing a public personnel evaluation system, and describe four (4) challenges public managers must consider in implementing a public personnel evaluation system. As it relates to Personnel Evaluation, there are certain performance evaluation process supported by supervisors and employees there are important components of any merit system to consider. Hence, the merit principle requires that public employees on all levels be covered by the evaluation processes that are valid and have results that may confidently and legitimately be used as the basis for a variety of personnel actions (Nigro, Nigro, & Kellough, (2007) p. 192).

Compare and contrast three (3) state agencies’ personnel evaluation systems.
In comparing and contrasting the three state agencies, I have chosen New Jersey, Kentucky, and Delaware, as it applies to education standards. Therefore, we shall look at the following, for all three states consider items (a-d) that I have outlined below:
a. Goals of the work unit/employee: meet with the supervisor at the beginning of the Professional growth; the middle; and at the end; all in order to focus on enhancing an educator’s skills and knowledge;
b. Individual Job Responsibilities: focus on the goals of the unit; the continuous growth-focused on an educator’s commitment to continuously improving performance so that the student achievement is continuously enhanced;
c. Standards for Satisfactory Performance: define employee performance expectation; Quality assurance (i.e. timeliness, quality, and quantity); focused