Assessing Performance. A. Management has determined, appraisals will be made in a fair and objective manner and will reflect actual performance against established written standards, without any predetermined distribution of expected levels of performance. Consideration should be given to the priorities of work assignments, unforeseen obstacles, significant changes in the work and workload, other job-related factors, and mitigating circumstances.
B. Only time spent performing work related to an employee’s elements and standards will be considered in evaluating performance. Authorized time spent away from an employee's normal job responsibilities will not be considered as a negative factor when evaluating an employee’s performance (e.g. EEO Counselors and NTEU representatives). For example, if an employee has spent 30 percent of a work period on approved leave (annual, sick or LWOP) or on official time performing Union duties, this fact will be considered in the application of expected performance standards. If any employee is performing such authorized activities, collateral duties, or NTEU representational functions that result in interruptions of normal work, such factors will be taken into account when evaluating the employee.
C. Appraisals must contain a written narrative, as well as a rating for all critical elements. The supervisor will develop a narrative. The narrative will be a general summary of the employee's accomplishments during the appraisal period that accurately reflect the employee’s performance in relation to the elements and standards.
D. Before the supervisor prepares the evaluation, the employee shall be provided the opportunity to submit a report of their accomplishments, or other input, which will be considered by the supervisor during development of the evaluation.
E. The supervisor will discuss the draft performance appraisal with the employee and will give the employee five (5) work days to present information. The supervisor will take the information into consideration prior to finalizing the appraisal and sending it to the next level supervisor.
F. The Employer, in appraising critical elements for GS employees has determined as follows:
1. Outstanding is performance of the highest quality. For example, an Outstanding performer produces an exceptional quality or quantity of work with very little supervision. Where appropriate, work is completed significantly ahead of established schedules or deadlines. A rating of "O" means that the actual performance...
Assessing Performance. Metrics with Performance Xxxx Credits payable on a per unit basis have one of two types of performance standards: benchmark or parity. For metrics with “parity” standards, FairPoint NNE will convert the values calculated by the statistical methods specified in Appendix 1 to equivalent standard normal Z-scores. These equivalent Z scores will be converted into a performance score for each measure as follows: Statistical Score Performance Score Z <= -1.645 Miss Z > -1.645 Met For parity measures that meet the minimum sample size criteria set forth in Appendix 1, Xxxxxx’x Exact Test or the permutation test will be applied to obtain the statistical score, which will be converted into a performance score. For parity measures that do not meet the minimum small sample size criteria, an “SS” for “small sample” will be reported. Measures with benchmark standards will be given a performance score of “met” or “miss” depending on the actual performance results compared to the performance standard for that measure. For measures with benchmark standards that have a small sample size, a small sample size table contained in Appendix 2 will be applied to obtain the performance scores.
