CAREER PROGRESSION FORM DIRECTIONS TO SUPERVISORS OF CLASSIFIED SUPPORT STAFF 1. The Support Staff Career Progression form and directions apply to employees who have career service/classified status in the Support Staff band. If you have any question about whether your employee is in the classified service, please consult your position list or your local Human Resources Office for clarification. The position list shows “UA” for unclassified appointment types. All other appointment types indicate career service/classified status. 2. Complete the career progression form for the employee’s job title. You can find the job titles covered by each form directly above the box for employee name. 3. Complete the employee name, job title (using the broad banded job title, not the previous classification system title), division/unit and location. Include in the location box the name of the vicinage or of the central Clerk’s Office (Supreme, Appellate, Superior or Tax Court) in Trenton, as appropriate. Rating period should indicate “Mid-Year” or “Annual” and the year in which the career progression form is completed. 4. Circle in each of the five competency boxes “Yes” or “No” indicating if the employee has demonstrated the competency described during the period under assessment. Also circle “Yes” or “No” in the last box reflecting if the employee met all the competencies for advancement on this form. 5. For any competency with a “No” response circled, include a plan the employee can follow that might lead to attaining the competency in the future. A supervisor might identify specific training, assign a mentor, provide personal coaching, recommend other resources or identify actions the employee might take to demonstrate the competency. Supervisors who are uncertain about establishing a meaningful competency development plan should consult the local Human Resources Division Manager or training coordinator. 6. After the supervisor signs the form, AND BEFORE IT IS DISCUSSED WITH THE EMPLOYEE, the supervisor should submit the form to the Division Manager for review. Once the Division Manager has returned the form with his/her signature, the supervisor should discuss the career progression form with the employee and obtain the employee’s signature. (If the employee refuses to sign the completed form, the supervisor should note that fact in place of the signature.) 7. If, in the course of the discussion, the supervisor wishes to reconsider whether the employee has demonstrated the competency, the supervisor must consult with the Division Manager before changing the form. 8. Once the form is discussed with the employee and signed, the supervisor should provide a copy to the employee, retain a copy for the supervisor’s file and forward the original to the local Human Resources Office. 9. If an employee was previously assessed as having successfully demonstrated all of the competencies for the next higher level, the supervisor need not complete another Career Progression Form, unless the employee’s title has changed since the last assessment to a higher career service Support Staff title. 8