AUTHORITY:
A.
State Personnel Board Rule 1.7.9.3 NMAC.
B.
NMSA 1978, Section 10-9-15, as amended.
REFERENCE:
A.
ACA Standard 2-CO-1C-21, Standards for the Administration of Correctional Agencies, 2
nd
Edition.
B.
ACA Expected Practice 5-1C-4064, Performance Based Expected Practices for Adult
Correctional Institutions, 5
th
Edition.
C.
ACA Standards 4-APPFS-3D-17 and 4-APPFS-3D-18, Performance Based Standards for Adult
Probation and Parole Field Services, 4
th
Edition.
D.
ACA Standards 1-CTA-1C-08, Standards for Correctional Training Academies, 1993.
PURPOSE:
Establish guidelines for the proper evaluation of job performance for all Corrections Department
employees.
APPLICABILITY:
All employees of the New Mexico Corrections Department.
FORMS:
A.
SPO Employee Evaluation Form (5 pages) http://www.spo.state.nm.us/resources.aspx
B.
SPO Manager Evaluation Form (6 pages) http://www.spo.state.nm.us/resources.aspx
ATTACHMENTS:
None
DEFINITIONS:
A.
Anniversary Date: The date of appointment or reemployment and is changed as of the date of
promotion, demotion, reduction or change to a different Technical Occupational Group,
CD-032100 Employee Performance Evaluations
Issued: 11/08/85
Effective: 11/22/85
Reviewed: 8/31/20
Revised: 8/22/18
Alisha Tafoya Lucero, Cabinet Secretary
Original Signed and Kept on File
NUMBER: CD-032100 REVIEWED: 08/31/20 REVISED: 08/22/18 PAGE: 2
Technical Occupational Group Role or Manager Category in the same Pay Band or Pay
Opportunity.
B.
Custody Employee: An employee holding a Correctional Officer, Correctional Officer
Sergeant, Correctional Office Lieutenant, Correctional Officer Captain, and Correctional
Officer Major working title.
C.
Employee: A person who is in probationary, career, term, temporary, emergency or exempt
status.
D.
Immediate Supervisor: An employee who customarily and regularly directs the work of two or
more employees and has the authority in the interest of the employer to hire, promote, evaluate
the performance of, or discipline other employees or to recommend such actions effectively
and who exercises discretionary powers.
E.
Non-Custody Employee: All employees holding working titles other than custody employees.
F.
Employee/Manager Evaluation: The performance appraisal system produced by the State
Personnel Office that is designed to measure work performance.
H. Reviewer: An employee whose role is to assure supervisors’ compliance with rules and policies
and monitor the accuracy, equity, quality and integrity of the performance appraisal and
development process. The Reviewer shall be equivalent to Deputy Warden or higher in the
Adult Prisons Division, Region Manager or higher in the Probation and Parole Division, and
Bureau Chief or higher in all other organizational units of the Department.
POLICY:
A written performance review of all employees shall be conducted at least annually, based on defined
criteria, and shall be reviewed and discussed with the employee. The review includes a review of the
knowledge, skills and abilities that are required for each employee’s job assessment, and
identification of additional education ot training that is needed. [2-CO-1C-21] [5-1C-4064] [4-
APPFS-3D-17] [1-CTA-1C-08]
A.
The Corrections Department will distribute employee performance appraisals fairly and
equitably based on an employee’s actual performance.
1.
For purposes of this policy, the major employee groups are identified to be all employees
classified as managers, correctional officers and non-correctional officer employees.
2.
A performance evaluation shall be completed within 30 days prior to the employee’s
anniversary date and may be performed whenever a supervisor wishes to make an
employee’s performance a matter of record.
3.
Any final rating lower than an “achieves performance standards” rating must be justified
by the supervisor and approved by the reviewer.
NUMBER: CD-032100 REVIEWED: 08/31/20 REVISED: 08/22/18 PAGE: 2
NUMBER: CD-032100 REVIEWED: 08/31/20 REVISED: 08/22/18 PAGE: 3
B.
Employees of the Corrections Department shall receive performance evaluations by their
supervisors in accordance with the Department’s schedule or as appropriate.
1.
The performance of employees shall be presumed to be acceptable unless documented
otherwise by supervisory employees.
2.
Performance evaluations are beneficial to both managers and employees.
3.
Job assignments and applicable skills shall be established for new employees within 90
days of hire.
4.
Job assignments and applicable skills shall be established within 15 days of completion of
a performance appraisal.
5.
Supervision shall be a key job assignment on the employee evaluation for all employees in
the Technical Occupational Groups who are designated as supervisors.
6.
A performance evaluation shall be completed on employees vacating a position unless it is
a result of dismissal.
7.
An employee evaluation must be in effect for 90 days prior to an employee being evaluated.
8.
The performance of a career employee shall be appraised by the immediate supervisor
within 30 days prior to the employee’s anniversary date and reviewed semi-annually.
9.
The performance of a probationary employee will be evaluated within 30 days prior to the
employee’s anniversary date.
10.
The performance of a probationary employee or an employee newly promoted shall be
reviewed at least twice during the first year. [4-APPFS-3D-17]
11.
Should an overall rating of “does not achieve performance standards” be given, all
documentation should be attached to the evaluation. A development action plan is required
when a supervisor determines an employee’s performance is below “achieves performance
standards”.
All custody supervisory staff evaluations will have a supervisory job assignment, as indicated
on the Custody Supervisory Evaluation, incorporated as part of the annual performance
appraisal. Supervisors who fail to comply with the above shall be subject to disciplinary action.
C.
All supervisors and managers shall successfully complete a State Personnel Director-approved
course of study on employee performance appraisal within 90 days of assuming supervisory
duties or appointment as a manager.
NUMBER: CD-032100 REVIEWED: 08/31/20 REVISED: 08/22/18 PAGE: 3
NUMBER: CD-032100 REVIEWED: 08/31/20 REVISED: 08/22/18 PAGE: 4
1.
The New Mexico Corrections Training Academy will be responsible for developing and
coordinating the initial training required.
2.
Each supervisor and manager will be responsible for becoming familiar with this policy.
D.
The Human Resources Bureau staff will audit each division as necessary to ensure all
employees have evaluations on file.
NUMBER: CD-032100 REVIEWED: 08/31/20 REVISED: 08/22/18 PAGE: 4
AUTHORITY:
Policy CD-032100
PROCEDURES: [2-CO-1C-21] [5-1C-4064] [4-APPFS-3D-17] [1-CTA-1C-08]
A.
Initiating Job Assignments:
1.
It is the responsibility of the supervisor and reviewer to develop appropriate job
assignments.
2.
The supervisor shall establish the job assignments and submit them to the Reviewer for
approval.
3.
Once approved by the Reviewer, the supervisor will meet with the employee, discuss the
job assignments, goals, and initial and date the form. The reviewer must approve any goals
having financial impact.
B.
Reviews:
1.
When an employee is due to have a interim or final annual review, the employee’s
supervisor will initiate the review on either the SPO Manager Evaluation or SPO Employee
Evaluation Form. [4-APPFS-3D-18]
2.
A probationer or newly promoted employee is required to have two (2) interim reviews
during the first year of employment or during the first year to the newly promoted position.
3.
The supervisor will meet with employee to discuss the ratings of the evaluation.
C.
Evaluations:
1.
Full performance evaluations shall be conducted for career employees within the period
of time that is 30 days prior to the employee's anniversary date.
2.
Full performance appraisals shall be conducted for probationary employees within the
period of time that is 30 days prior to becoming a career employee.
CD-032101 Employee Performance Evaluations
Issued: 11/08/85
Effective: 11/22/85
Reviewed: 8/31/20
Revised: 8/22/18
Alisha Tafoya Lucero, Cabinet Secretary
Original Signed and Kept on File
NUMBER: CD-032101 REVIEWED: 08/31/20 REVISED: 08/22/18 PAGE: 2
3.
If performance is rated "Does not achieve performance standards” during any of the
interim reviews, documentation must include a detailed development plan for corrective
action and potential consequences of a "Does not achieve performance standards” rating
for the year.
4.
A bargaining unit employee may not be rated as “Does not achieve performance
standards” if the employee has not been given reasonable opportunity to correct
performance deficiencies and if they have not been placed on a development action plan
for a period of 180 days (6 months).
5.
The supervisor will enter a final appraisal rating. Written justification shall be submitted
to the reviewer for any employee receiving an overall rating lower than "Achieves
Performance Standards". The supervisor will forward the appraisal to the Reviewer for
review and approval, prior to any discussion of the final rating with the employee.
6.
The Reviewer will return the appraisal to the supervisor. The supervisor will meet with
the employee for final discussion and to obtain signatures on the form.
7.
If an employee refuses or is unavailable to sign an appraisal, the immediate supervisor
will note refusal or unavailability and initial this entry.
8.
Employee rebuttal statements must be submitted within 15 days of the
employee/supervisor appraisal discussion. Rebuttal statements will be attached to the
appraisal and become a permanent record along with the appraisal.
D.
A copy of the completed evaluation shall be given to the employee.
E.
All current and new employees will receive a copy of this policy and will be required to
acknowledge receipt in writing.
NUMBER: CD-032101 REVIEWED: 08/31/20 REVISED: 08/22/18 PAGE: 2
