Acceptable Level of Competence. A. An acceptable level of competence (ALC) means performance by an employee warrants advancement of the employee's rate of basic pay to the next higher step of the grade of his or her position.
Acceptable Level of Competence. A. This Article is applicable only to General Schedule employees who occupy permanent positions within the Agency. An Acceptable Level of Competence (ALC) determination is made solely for the purpose of determining whether an otherwise eligible employee is entitled to a Within-Grade Increase (WGI).
Acceptable Level of Competence. An employee is considered to have an acceptable level of competence when he/she is currently performing at least at the fully successful level or equivalent under the performance appraisal system.
Acceptable Level of Competence. Section 16.01
A. those aspects of the employee's performance in which the employee is deficient and the extent of such deficiencies;
B. specific instances supporting the deficiencies;
C. a statement of what the employee needs to do to improve performance to an acceptable level of competence, and the type of guidance and review the supervisor will provide;
D. that the employee's within-grade increase may be denied unless sustained improvement to an acceptable level of competence is shown within sixty (60) calendar days. If the Employer fails to give this sixty (60) calendar day advance notice, and the within-grade increase is denied, the Employer will make a determination as to the employee's acceptable level of competence not later than 60 calendar days after the date the written notice is given to the employee.
Acceptable Level of Competence. Section A--Policy:
Acceptable Level of Competence.
A. Approval of a final rating of record constitutes making a determination of whether the employee is or is not performing at an acceptable level of competence. If the employee does not have a current rating of record, or the current rating of record does not accurately reflect whether or not the employee is performing at an acceptable level of competence, a new rating of record is prepared.
B. A rating is normally delayed if either:
1. An employee has not had at least ninety (90) days to demonstrate acceptable performance because he or she has not been informed of the specific requirements for performance at an acceptable level of competence in his or her current position, and has not been given a performance rating in any position within ninety (90) days before the waiting period ends; or
2. Due to unacceptable performance, an employee is reduced in grade to a position where he or she is eligible for a WGI or will become eligible within ninety (90) days.
Acceptable Level of Competence. An employee will be granted a within-grade increase (WGI) when the required waiting period has been completed and the employee has performed at the acceptable level of competence.
Acceptable Level of Competence. In order to receive a WIGI, an Employee's most recent appraisal must show that the Employee's performance of duties and responsibilities is at an acceptable level of competence (fully successful or better). A WIGI will be denied if the Employee's current performance, with respect to any critical element, is unacceptable.
Acceptable Level of Competence. S[CTION 1. When the super�isor's evaluation leads to a con :lusion that the employee's work may not be of an acceptable level of competence the supervisor shall provide the following to the employee in writing at least 60 days before the eri,ployee is eligible for a step increase, except as provided in Section 2 below.
Acceptable Level of Competence. Section 1 If the employee is performing at the fully successful level or above, the Employer shall grant a within-grade-increase (WGI) to the employee in the first pay period following completion of the required waiting period.
Section 2 When a manager concludes that an employee’s work is not at the fully successful level, the employee will be notified in writing, at least fifteen (15) workdays in advance of the effective date of the WGI being denied. The notification will state the standard(s) that the employee has failed to ‘meet fully successful’ level and what needs to be improved upon to bring the performance to the meets ‘fully successful’ level. The notice will advise the employee of their reconsideration rights. Management will first follow all steps in Section 2, under Article 20, Unacceptable Performance.
Section 3 An employee may request reconsideration of a negative level of competency determination by filing, not more than fifteen (15) calendar days, excluding the Federal holidays listed in Article 29, after receiving notice, a written response setting forth the reasons the Agency should reconsider the determination. Requests for reconsideration shall be filed with the employee’s second level supervisor. Neither the substantive nor procedural aspects of WGI denials may be grieved until a reconsideration decision is due or issued, whichever is earlier. A reconsideration decision is due twenty (20) workdays from the date of the Employer’s receipt of the employee’s written request. Upon reconsideration that finds an employee should have been granted a WGI, the WGI will be processed with the original effective date.
