TITLE 10 PUBLIC SAFETY AND
LAW ENFORCEMENT
CHAPTER 12 PUBLIC DEFENDER DEPARTMENT
PART 9 PERFORMANCE APPRAISALS
10.12.9.1 ISSUING
AGENCY: Public Defender Commission
[10.12.9.1 NMAC - N,
7/1/2015]
10.12.9.2 SCOPE: Applies to all employees.
[10.12.9.2 NMAC - N,
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10.12.9.3 STATUTORY
AUTHORITY: Section 31-15-2.4(B)(6) NMSA 1978 and, Section 31-15-7 NMSA 1978.
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10.12.9.4 DURATION: Permanent.
[10.12.9.4 NMAC - N,
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10.12.9.5 EFFECTIVE
DATE: 7/1/2015
unless a later date is cited at the end of a section.
[10.12.9.5 NMAC - N,
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10.12.9.6 OBJECTIVE: The objective of Part 9
of Chapter 12 is: to provide for the regular appraisal and documentation of
employee performance and review of department management compliance in
conducting performance appraisals.
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10.12.9.7 DEFINITIONS: [RESERVED]
[10.12.9.7 NMAC - N,
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10.12.9.8 FORM:
A. The
performance and development of managers and employees shall be documented on a chief
approved appraisal form that includes:
(1) basic
employee information (employee's name, working title, employee identification
number, position number, anniversary date, and the name of their immediate
supervisor);
(2) job
assignments and goals;
(3) performance
rating areas; and
(4) signature
spaces for the employee, rater and reviewer to record initial, interim and
final performance appraisal discussions.
B. A
performance appraisal form shall be initiated within 30 calendar days of
appointment, reassignment, promotion, demotion, reduction, transfer and/or the
employee’s appraisal date, and shall become a part of each employee's
employment history.
[10.12.9.8 NMAC - N,
7/1/2015]
10.12.9.9 PERFORMANCE
APPRAISAL:
A. Managers and supervisors must
successfully complete a human resource director-approved course of study on
employee performance appraisal within 90 days of appointment as a supervisor.
B. The performance and development of a career employee
shall include at least one interim evaluation and a final evaluation appraised
by the immediate supervisor prior to the employee’s anniversary date.
C. The performance and development of a
probationary employee shall be reviewed through at least two interim reviews
and a final review prior to the completion of the employee’s probationary
period. The performance and development
of promoted employees shall be reviewed through at least two interim reviews
and a final review prior to the completion of a one-year period upon promotion.
D. The appraisal of employee
performance and development shall be performed by the immediate supervisor with
employee input and participation.
Additional input and participation from employee’s peers, customers,
subordinates, or other appropriate personnel may be applied when appropriate.
E. Appraisals
may be performed whenever an immediate supervisor wishes to make an employee’s
performance a matter of record, upon change of immediate supervisor, or whenever
appropriate.
F. Managers and immediate supervisors
who fail to comply with the provisions this rule may be subject to disciplinary
action including dismissal.
[10.12.9.9 NMAC - N,
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10.12.9.10 REBUTTAL: Employees may submit a
rebuttal to performance appraisals, which shall become a part of the
performance appraisal.
[10.12.9.10 NMAC - N,
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10.12.9.11 REPORT
TO THE CHIEF:
During the fourth quarter of each calendar year the human resource director
shall report to the chief on the record of each district defender, managing
attorney, or other supervisor in conducting performance appraisals of their
employees. All managers shall cooperate with the human resource director and
provide the human resource director with such information concerning its
performance appraisals as the human resource director may require.
[10.12.9.11 NMAC - N,
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HISTORY OF 10.12.9 NMAC [RESERVED]