Communicating Performance Plans. A. It is the supervisor's responsibility to communicate the expectations as described in the formal written performance plan to employees within the first 30 days of the appraisal period or within 30 days of the employee's arrival in a new position. The individual employee and supervisor should then agree on the plan by both signing and dating it. However, if the employee and supervisor cannot agree, the plan will still be implemented by the supervisor. The date the employee signs, or refuses to sign, the plan is the beginning date of the minimum period of performance. If the employee refuses to sign the plan, then the supervisor annotates the disagreement and date in the employee signature block. If the employee disagrees with the plan, the employee may attach a statement of concern to the original performance plan. Employees will be provided with a reasonable amount of duty time to prepare the statement of concern. An employee's signature on a plan, where provided for, indicates only that the performance plan has been received, not an employee's agreement with the performance plan. The supervisor shall keep the original plan and provides the employee with a copy.
B. Each critical element and, if applicable subsections of the critical element, will be numbered and/or lettered for identification purposes. The Employer will inform the employee, at the time that critical elements and performance standards are communicated, whether any aspects of critical elements are to be accorded different priority or criticality. Employees may notify the Union of any changes to their performance plan.
C. The Agency shall not initiate performance-based action i.e. PAP, PIP, when a performance plan: a) has not been in effect for the period of time specified by this Article; and b) does not comport with the required contents of a performance plan as set forth in this Article.
D. Upon request, electronic or hard copies of performance plans shall be provided to the Union in a manner consistent with applicable law, rule and government-wide regulation.
Communicating Performance Plans. A. Within the first 30 calendar days of every rating period or within 30 calendar days of employment or reassignment, the supervisor will discuss the performance plan with each employee. The employee will have electronic access to their draft performance plan, which contains the critical elements and performance standards.
B. As required by 5 C.F.R. 430.206(b)(1): “Agencies should encourage employee participation in establishing performance plans.” However, the employee does not need to agree with the final plan. The employee will have access to their final performance plan and may sign and date to acknowledge receipt.
C. During the rating period, the supervisor will discuss with the employee, any changes in the employee’s critical elements or performance standards; and annotate them in the performance plan.
D. Performance discussions:
1. A mid-year discussion, a closeout of current appraisal period and an establishment of standards for the new appraisal period discussion must take place each appraisal period.
2. Performance discussions should occur throughout the performance appraisal period. Discussions may be initiated by the supervisor or employee and may be held one-on- one or in a work group. Employees are encouraged to seek feedback from their supervisor about their performance throughout the performance appraisal period.
3. Performance discussions between the supervisor and the employee will be aimed at improving the work process or product and developing the employee. As appropriate, the discussion will provide the opportunity to assess accomplishments and resolve problems.
Communicating Performance Plans. Communication and counseling during the work planning and the appraisal period will help ensure that work activity will be consistent with organizational goals. The supervisor will assure that the employee has an up-to-date position description, up-to-date copy of the Agency’s mission and goals and, if applicable, the career ladder plan. The supervisor will initiate a dialogue with the employee to discuss the employee’s duties and responsibilities in relation to the organizational unit’s goals and the Employer’s mission.
