Accountability Best Practices

Performance Planning And Review

• Dept. of Transportation and Development
  (Report issued January of 2004)
  Contact Person:  Susan Pellegrin, Human Resources   Manager
  (225) 379-1293 

  HQ HR Dept. has initiated a 360° Feedback program at DOTD.  Subjects were initially evaluated on the following interpersonal skill areas:  Communicating Effectively, Supporting DOTD’s Strategic Plan, Supporting Quality, Developing Leadership, Championing Innovation, and Promoting Ethics.  The Secretary/Administrator and Division Director levels were the first to be the subjects to be evaluated on these competencies by their supervisors, co-workers, direct and indirect reports, as well as internal and external customers.  Subjects learned how to interpret and apply the feedback to get a clear understanding of their specific behaviors and core competencies in order to enhance their interpersonal skills by self-development.

• DHH/OCDD Peltier Lawless Developmental Center
  (Report issued January of 2003)
  Contact Person:  Peggy Davis, Human Resources Director
  (985) 449-5181, ext. 210

  Supervisors evaluate employee performance before recommending reallocation within a training series.

• LSUHSC/HCSD/Lallie Kemp Regional Medical Center
  (Report issued March of 2003)
  Contact Person:  Diane Rose, Human Resources Manager
  (985) 878-1565

  HR Analyst makes note of receipt of PPR planning and rating forms on the Performance Planning and Review-Monthly Score checklist.  From this, PPR compliance reports are submitted monthly to the administrative staff, who may, depending on the circumstances, give a supervisor who is not timely performing his PPR duties a lower rating on the PPR supervisory factor.

• Department of Labor
  (Report issued September of 2001)
  Contact Person:  Trella Bennett , Human Resources Director  

  (225) 342-4211

  The LDOL obtained permission from DSCS to implement a modified internal “Request for Review” process meant to assist the LDOL HR PPR staff or group who may be assigned to gather facts for the appointing authority following an official Request for PPR Review.  The appointing authority remains the official Reviewer during the process, while the fact-finders gather information, report on the facts, and make a recommendation to the appointing authority who then reviews the documentation and, in his/her role as Reviewer, makes a final decision regarding the Request for PPR Review and then signs the PPR Review document.  LDOL has developed an “HR Fact-finder Training Manual” for this amended review process.

• Nicholls State University
  (Report issued August of 2003)
  Contact Person:  Donna Adams , Assistant Director – Human Resources
  (985) 448-4041

  When the HR Department receives a completed PPR rating document with an overall score of “Meets Requirements” or below, the Assistant Director of HR reviews each factor for expectations, comments, and the numerical rating to ensure supervisors are utilizing the PPR document as a tool for accurate and consistent documentation of employee performance and clear communication to the employee of his performance expectations as well as his accomplishments and failures in meeting those expectations.

• Department of Corrections, Division of Probation and Parole
  (Report issued June 2001)
  Contact Person: Karen Kelly, Human Resources Manager
  (225) 342-6613

  Probation and Parole uses an internal Performance Planning form to document and monitor that planning sessions are done timely. Supervisors are required to submit this completed form to the Human Resources Office upon conducting the planning session.

• Department of Corrections, Elayn Hunt Correctional Center
  (Report issued August 2001)
  Contact Person: Kristie Spedale, Human Resources Manager
  (225) 319-4520

  The Warden at the Elayn Hunt Correctional Center sends a personal letter to each employee who receives an "Outstanding" or an "Exceeds Requirements" on his/her performance review. This letter thanks the employee for his/her contributions to the agency and congratulates him/her on a job well done.

• DHH, Villa Feliciana Medical Complex
  (Report issued April 2001)
  Contact Person: Sandra Delatte, Human Resources Director
  (225) 634-4016

  Mandatory in-service training for direct care employees is tied to PPR planning and ratings by the Education and Training Policy. By including the mandatory in-service training as a performance expectation, it adds emphasis to the agency’s commitment to training and ensures that employees are systematically evaluated on their achievement and maintenance of critical job skills.

• Capital Area Human Services District
  (Report issued May 2002)
  Contact Person: Shirley Link, Human Resources Director 
  (225) 922-2710

  CAHSD uses a procedure whereby the HR Office compiles regular reports by division of all PPR ratings during the particular period.  These reports reflect ratings completed by each individual supervisor during the period in question and are sent to the appointing authority.  Such reports are a good way to ensure that supervisors and managers are held accountable for the performance of their PPR responsibilities.

• LSU HSC/HCSD Leonard J. Chabert Medical Center
  (Report issued August 2002)
  Contact Person: Steven Curry, Human Resources Director
  (985) 873-5153

  Leonard J. Chabert Medical Center uses a system of PPR tickler notices as well as a series of reminder e-mails and telephone calls.  If a PPR rating is not timely, a representative from Human Resources completes a one-on-one remediation session with the supervisor on the PPR policy and confirms that the supervisor understands his role in the process.

• DHH/OMH Central Louisiana State Hospital
  (Report issued November 2001)
  Contact Person: Gilda Wesley, Human Resources Manager
  (318) 484-6324

  Central Louisiana State Hospital uses a three-month evaluation of new employees to ensure that they are being successful in their new positions.  Each supervisor is required to submit the three-month evaluation form and may attach a memo with further information to the HR Department.  If additional training is required, a training schedule is developed for the employee.

• DHH/OCDD Southwest Louisiana Developmental Center
  (Report issued December 2001)
  Contact Person: Laura Milligan, Human Resources Director
  (337) 821-9302

  SLDC conducts monthly evaluations on probational employees.  Providing continuous supervisory feedback through the probationary period allows employees and their supervisors to identify an employee’s strengths and weaknesses.  This provides opportunities for correction of any deficiencies at an early stage while guiding the employee through the “trial” period.

• Port of South Louisiana
  (Report issued November 2002)
  Contact Person: Catherine Davis, Human Resources Director
  (985) 652-9278

  Employees of the Port of South Louisiana conduct self-reviews of their performances and give them to their respective supervisors right before the supervisor conducts a quarterly review of the employee’s performance.  The combined quarterly reviews are used to counsel the employees quarterly as well as for arriving at official PPR ratings.