Connecticut Performance Evaluation for Exempt Employees
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How to fill out Performance Evaluation For Exempt Employees?
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FAQ
While the specific criteria for duties vary somewhat depending on whether exempt status is claimed as an Executive, Administrative, and/or Professional employee, examples of exempt duties include hiring and firing employees, scheduling employees, determining credit policies, formulating personnel policies, assessing
The Fair Labor Standards Act (FLSA) does not require performance evaluations. Performance evaluations are generally a matter of agreement between an employer and employee (or the employee's representative).
Exempt Employees in Connecticut For an employee to be classified as an exempt employee they must pass both the duties and the salary tests, under both Connecticut and Federal law. Duties Test - Under the Duties Test, the employee's primary duty must require that they act with discretion and independent judgment.
How to conduct a performance review?Prepare all feedback ahead of time.Keep your remarks clear and concise.Provide employees with a copy of the completed evaluation form.Keep employee review meetings a two-way conversation.End with a focus on the future.Hold multiple evaluations throughout the year.More items...?
Your evaluation should focus on how well the employee performs their job, rather than their personality traits. When you make judgements about the employee's personality, they can feel attacked and the conversation can turn hostile.
Effective performance management systems typically include the following three broad elements: goal setting, performance review and a performance improvement process.
Key Takeaways. An exempt employee is an employee who does not receive overtime pay or qualify for minimum wage. Exempt employees are paid a salary rather than by the hour, and their work is executive or professional in nature.
Appraisals should not be used to discriminate against employees on the basis of race, religion, age, gender, disability, marital status, pregnancy, or sexual preference. 3. Performance appraisal results should be fair, accurate and supported by evidence and examples.
Whilst there is no legal requirement to carry out appraisals, it is good practice to do so as they enable employers to monitor and feedback on all employees' performance (not just those who are underperforming). They can also be used to evaluate pay increases and bonuses.
Performance evaluations benefit both employee and employer. It is a time to provide feedback, recognize quality performance and set expectations for future job performance. It is also a time to have candid conversations about performance that is lacking and how performance can be improved.
