The key to the competency workforce plan is putting it into action. We do that by incorporating the top-selected competencies into the annual employee performance evaluation.
Department Supervisors/Managers must be trained to add this additional competency evaluation to the employee performance evaluation. They must also be trained to evaluate all employees regardless of their hiring status.
The employee and the next-level supervisor sit down and review the top competency by Job Category selected during the Competency Workshop. They will also look at the Crosscutting Competency selected.
The employee may not only want to improve their present position but may aspire for different job categories or desire to apply for next-level positions. Those competencies could be considered.
The employee will have the results from taking the Competency Assessment.
Keep in mind that State Programs and Training Partners will be incorporated these top competencies.
Together, the employee and supervisor will work to come up with a training plan for the year.
TRAIN competency training may be searched for by competency name.
Course Catalog > Filters Menu > Competencies and Capabilities
Training comes in all forms, books we read, blogs we follow, white papers we read, courses we take, and conferences we attend. All may not have TRAIN registration. The employee may manually enter the training into their Learning Transcript for those training that is not.
Your Learning > Your Transcript > Add an external record > Fill the form out > Save
The annual cycle of an Employee’s Performance Evaluation includes a beginning of the year sits down to develop a plan for the year.
At the mid-year point, a second sit down takes place to review, in part, how the training is coming along.
Training challenges are discussed which may include finding money to attend training or time allowed to complete training.
Closing the year out, the employee’s TRAIN Transcript training accomplishments are reviewed.
KDPH Competency Employee Performance Evaluation SOP
KENTUCKY CABINET FOR HEALTH AND FAMILY SERVICES
DEPARTMENT FOR PUBLIC HEALTH
DIVISION OF ADMINISTRATION AND FINANCIAL MANAGEMENT
EDUCATION WORKFORCE DEVELOPMENT BRANCH
STANDARD OPERATING PROCEDURES
Table of Contents
| SOP Reference ID: | Heading: | Page Numbers: |
| KDPH Competency Employee Performance Evaluation | ||
| KDPH Competency Employee Performance Evaluation | ||||
| AFM Policy & Procedure | Title | Effective Date | ||
| Division of Administration & Financial Management Education Workforce Development Branch 275 East Main Street Frankfort, KY 40601 | Date of Review | Initials | ||
| Signature | ||||
| EWD Branch Manager | ||||
I. Policy-
The Department for Public Health (DPH), Division of Administration and Financial Management (AFM) shall maintain a policy for a Competency-Based KDPH Competency Employee Performance Evaluation.
II. Purpose-
Education and Workforce Development is responsible for implementing a Competency-Based KDPH Workforce Development Plan ensuring employees and the department will be better equipped to improve the health and safety of the people in Kentucky through prevention, promotion, and Protection.
III. Procedure-
TRAIN Management at all levels of Competency Employee Performance Evaluation
The key to the competency workforce plan is putting it into action. We do that by incorporating the top selected competencies into the annual employee performance evaluation.
Department Supervisors/Managers must be trained to add this additional competency evaluation to the employee performance evaluation. They must also be trained to evaluate all employees regardless of their hiring status.
Annual Performance Planning
The employee and the next-level supervisor sit down and review the top competency by Job Category selected during the Competency Workshop. They will also look at the Crosscutting Competency selected.
The employee may not only want to improve their present position but may aspire for different job categories or desire to apply for next-level positions. Those competencies could be considered.
The employee will have the results from taking the Competency Assessment.
Keep in mind that State Programs and Training Partners will be incorporated these top competencies.
Together, the employee and supervisor will work to come up with a training plan for the year.
Employee participates in training
TRAIN competency training may be searched for by competency name.
Course Catalog > Filters Menu > Competencies and Capabilities
Training comes in all forms, books we read, blogs we follow, white papers we read, courses we take, and conferences we attend. All may not have TRAIN registration. The employee may manually enter the training into their Learning Transcript for those training that is not.
Your Learning > Your Transcript > Add an external record > Fill the form out > Save
Mid-Year Interim
Training challenges are discussed which may include finding money to attend training or time allowed to complete training.
Year-End Interim/Final Evaluation
Closing the year out, the employee’s TRAIN Transcript training accomplishments are reviewed.
SOP TITLE: Competency-Based KDPH Workforce Assessment
SOP AUTHOR: David Knapp
David Knapp 