IM-72 06/14/02 STANDARDIZED EMPLOYEE PERFORMANCE PLANNING AND APPRAISAL EXPECTATIONS FOR SELF-SUFFICIENCY CASE MANAGER AND CASEWORKER
|STANDARDIZED EMPLOYEE PERFORMANCE PLANNING AND APPRAISAL EXPECTATIONS FOR SELF-SUFFICIENCY CASE MANAGER AND CASEWORKER|
|Beginning July 2002, Self-Sufficiency
Case Manager and Caseworker service ratings will be based on standardized
performance expectations for each position. Using the same criteria,
measurements and tools to evaluate performance will ensure statewide consistency.
The work group that met in 1999 and 2000 developed the expectations.
The work group was made up of case managers, caseworkers, Communication Workers of America representatives, supervisors, a county director, and an assistant Area Director. It was facilitated by Sandra Levels, Assistant Deputy Director of Income Maintenance, and received technical assistance from Staff Training and Central Office Personnel officers.
Developing performance expectations is a difficult task. There were diverse opinions on components, how and what to use for measuring performance, and the rating scales. The group was able to reach consensus and produce the expectations that this memorandum implements. They are commended for their hard work.
We ask that you give the new expectations and rating a try with good faith and see how they work. After you have worked with them for a while, feel free to comment or suggest changes.
Self-Sufficiency Case Managers and Caseworkers, except those listed below under Exceptions, will be transitioned to the new expectations over a three-month period beginning July 2002. The transition must be completed by the end of September 2002. To do this, supervisors must:
Implementation differs for the following employees:
With this memorandum is a copy of the Self-Sufficiency Case Manager Employee Performance Planning and Appraisal and the Caseworker Employee Performance Planning and Appraisal and their instructions.
The EPPA forms can be printed off the DFS Intranet site under Tools: Forms: Word Templates: Individual Forms (cwprfpln.dot and cmprfpln.dot). The Intranet forms have the JOB COMPONENTS and PERFORMANCE EXPECTATIONS sections completed. These are protected fields so they cannot be changed.
If you choose to start with a blank form and type in the JOB COMPONENTS and PERFORMANCE EXPECTATIONS, they must be the same as what is on the attached copy.
A program that will automatically calculate the component scores and overall rating is being tested. When we are sure it is working correctly, it will also be available on the Intranet.
Following is a brief description of the components for each position. A more detailed explanation and the rating scale are on the EPPA and in its instructions. For both positions, the tools used to measure performance are case reading, observations and reports.
SELF-SUFFICIENCY CASE MANAGER EXPECTATION COMPONENTS
Accurate Supportive Services:
Timely Supportive Services:
CASEWORKER EXPECTATION COMPONENTS
Staff Training developed a training package for the new EPPA. However, because of cost constraints, training will only be conducted in St. Louis and Kansas City. For Areas 1,2,3 and 4 staff trainers may be available to attend Area meetings. Contact Dennis McCallister at (816) 889-2722 if you would like a trainer to attend an Area meeting or would like a copy of the training package.
CASE READING FORMS
A new case reading form, IM-209 Temporary Assistance/Child Care, was developed and changes were made to the current IM-209 Case Reading From to better support measuring the new expectations. These are in the process of being finalized. They will be sent under a separate memorandum.
Again, these expectations were developed by staff at all levels, including front-line staff, supervisors and CWA representatives. Please give their implementation your best effort.
Caseworker EPPA Instructions (pdf)
SSCM EPPA Instructions (pdf)