2022 Edition

Human Resources (CA-HR) 4: Performance Review

The performance review process tracks progress towards meeting performance goals, recognizes accomplishments, and emphasizes self-development and professional growth.

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VIEW THE STANDARDS

Purpose

The organization’s human resources practices attract and retain a competent and qualified workforce that contributes to service recipient satisfaction and positive service delivery results and supports the achievement of the organization’s mission and strategic goals.
Note: Please see the Personnel Records Checklist for additional guidance on this standard.
1
The organization's practices fully meet the standard, as indicated by full implementation of the practices outlined in the CA-HR 4 Practice standards.
2
Practices are basically sound but there is room for improvement, as noted in the ratings for the CA-HR 4 Practice standards.
3
Practice requires significant improvement, as noted in the ratings for the CA-HR 4 Practice standards.
4
Implementation of the standard is minimal or there is no evidence of implementation at all, as noted in the ratings for the CA-HR 4 Practice standards.
Self-Study EvidenceOn-Site EvidenceOn-Site Activities
  • Performance review procedures
  • Performance evaluation forms/templates
  • Independent contract monitoring procedures
No On-Site Evidence
  • Interviews may include:
    1. HR Director
    2. Supervisors
    3. Relevant personnel
    4. Independent contractors
  • Review personnel records

 
Fundamental Practice

CA-HR 4.01

The organization provides every full-time and part-time employee with an annual, written performance review that involves the employee and the supervisor.
Related Standards:
Examples: The organization can promote active participation by personnel in the performance review process by:
  1. designating time to discuss the written review; and
  2. soliciting the individuals’ input on his or her accomplishments, challenges, and objectives for future performance and professional development.
1
The organization's practices reflect full implementation of the standard.
2
Practices are basically sound but there is room for improvement; e.g.,
  • Some performance evaluations were not completed within stated timeframes; or
  • A few staff did not receive an evaluation within the most recent evaluation cycle.
3
Practice requires significant improvement; e.g.,
  • Performance evaluations have not been conducted within the last two years; or
  • Evaluations are poorly documented or missing in some personnel files; or
  • The process, including timeframes, differs significantly between departments or programs.
4
Implementation of the standard is minimal or there is no evidence of implementation at all.

 

CA-HR 4.02

Staff performance reviews emphasize self-development and professional growth and include:
  1. specific expectations defined in the job description;
  2. organization-wide expectations for personnel;
  3. objectives established in the most recent review, accomplishments and workload challenges since the last review period, and objectives for future performance, including developmental and professional objectives;
  4. recommendations for training; and
  5. an assessment of the staff member's knowledge and competence related to the characteristics and needs of service recipients, if applicable.
Related Standards:
Examples: Organization-wide expectations for personnel can include attitudes, knowledge, and skills needed to effectively implement evidence-based practices with fidelity, when applicable.
1
The organization's practices reflect full implementation of the standard.
2
Practices are basically sound but there is room for improvement; e.g.,
  • In a substantial percentage of cases, the organization complies with the standard; or
  • One of the required elements is not fully addressed.
3
Practice requires significant improvement; e.g.,
  • In a significant percentage of cases, the organization does not address two of the required elements; or
  • The organization does not consistently conduct evaluations across departments and/or programs.
4
Implementation of the standard is minimal or there is no evidence of implementation at all.

 

CA-HR 4.03

Personnel have the opportunity to sign, obtain a copy of, and provide comments on written performance reviews.
1
The organization's practices reflect full implementation of the standard.
2
Practices are basically sound but there is room for improvement; e.g.,
  • Procedures need clarifying; or
  • A few staff report being unaware of their rights as per the requirements of the standard.
3
Practice requires significant improvement; e.g.,
  • Many staff report being unaware of their rights as per the requirements of the standard; or
  • Practice is informal and has not been outlined in procedure; or
  • The procedure is inconsistently applied across departments and/or programs.
4
Implementation of the standard is minimal or there is no evidence of implementation at all.

 

CA-HR 4.04

The organization monitors the quality of services provided by independent contractors.

Interpretation

Quality of services monitoring is typically performed by the person overseeing the contractor's work against the expectations included in the contract.
NA Services are not provided by independent contractors.
1
The organization's practices reflect full implementation of the standard.
2
Practices are basically sound but there is room for improvement;
  • Monitoring of independent contractors is regularly done but expectations are inconsistent across departments and/or programs.
3
Practice requires significant improvement; e.g.,
  • Monitoring is done for some departments and/or programs but not others; or
  • The organization has not verified that the monitoring process meets applicable legal and/or tax requirements.
4
Implementation of the standard is minimal or there is no evidence of implementation at all; e.g.,
  • The organization reports that this is done informally and is not documented; or
  • Does not monitor the quality of services provided by independent contractors; or
  • Is in violation of legal requirements related to the manner in which monitoring is conducted.