Critical Elements Sample Clauses

Critical Elements. A. A critical element means a component of a position consisting of one or more duties and responsibilities which contributes toward accomplishing organizational goals and objectives and which is of such importance that unacceptable performance on the element would result in unacceptable performance in the position. Individual Performance Plans will contain only critical elements. B. Rating Officials will set performance expectations and goals for employees to channel their efforts toward achieving organizational objectives. Performance elements and standards should be SMART – specific, measurable, attainable, relevant, and timely. C. In preparing SMART standards, supervisors should adhere to the following:
Sample 1
Critical Elements. Performance Standards for Critical Elements (The performance standard for each critical element is specified below; examples for the top three performance levels can be found in the system description)
Sample 1
Critical Elements. Performance plans must have a minimum of one (1) critical performance element, and each element must have associated performance standards that define expectations. A critical element is a work assignment or responsibility of such importance that unacceptable performance on the element would result in a determination that an employee’s overall performance is rated as “Unacceptable.” Critical elements are only used to measure individual performance; supervisors must not establish critical elements for team performance. A. Accuracy: The critical elements in the performance appraisals will be directly aligned to the duties in the employee's assigned Position Description (PD) and supervisor’s expectations. These shall be communicated to the employee at the beginning of the rating period or whenever elements or expectations change. B. Consistency: The critical elements for like positions should generally be consistent.
Sample 1
Critical Elements. A. The performance plan must only contain Critical Elements that are specific, measurable, achievable, relevant to the work performed, linked to organizational mission and goals, and are time−bound; Critical Elements may include dates or milestones for specific deliverables or projects. B. Elements and task/expectations are developed by Rating Officials with input from Employees. C. Critical Elements are defined at the Meets Expectations level. X. Xx Employee will be given a reasonable amount of duty time, up to two (2) hours, to prepare for the discussion and preparation of the Critical Elements, and to present written comments concerning his/her performance plan to the Rating Official. Such requests must be made in accordance with Article 3. E. If the Employee does not wish to participate in the development of his/her performance plan, the Rating Official will discuss the Critical Elements with the Employee to ensure he/she has a clear understanding of what is expected during the appraisal period. F. Critical job elements and standards will be consistent with the requirements of the Employee’s position. In the event that specific duties and/or responsibilities reflected in the critical job elements and standards were not actually assigned during the appraisal period, DOE may mark a critical job element as Not Ratable (NR).
Sample 1
Critical Elements. The employee and the rating official shall meet at least once each year to review/develop employee performance plan for the upcoming rating year. The duties and responsibilities of employees, as described within official position descriptions of record, shall serve as a basis for the development of critical elements. The critical elements shall be in writing and be signed by the employee and the rating official. Normally, this process will be completed within sixty (60) calendar days of the beginning of the rating period or with sixty (60) calendar days upon assumption of a new position or when the employee has a significant change in critical elements. Amendments may be made to the critical elements in this same manner during the rating year on an as- needed basis and should be noted with both the supervisor’s and employee’s initials. Employees will be rated only on those critical elements that are in effect during the performance appraisal period. Employees must be made aware of the critical elements prior to being rated on that critical element. Employees shall receive copies of their established performance plan, including critical elements and any amendments to the critical elements. Supervisors and employees are encouraged to work to resolve any disagreement which may exist concerning the development of employee critical elements. However, as the Employer retains the right to assign work, if such disagreements cannot be mutually resolved, the Employer shall make the final critical elements determinations. It should be noted that an employee’s signature on the performance plan does not necessarily indicate agreement with the plan, but merely indicates that the plan was communicated to the employee in writing.
Sample 1
Critical Elements. The critical elements of the employee’s position involved in each instance of unacceptable performance;
Sample 1
Critical Elements. A. Critical elements are those work assignments or responsibilities of such importance that unacceptable performance on one or any parts of the element would result in a determination that the employee’s overall performance was unacceptable. B. All critical elements to be used for performance appraisals shall be: (1) directly related to the employee’s assigned Position Description, that the supervisor or other appropriate management official has reviewed; (2) determined to be complete and accurate for the duties assigned to the employee; and (3) communicated to the employee at the beginning of the rating period or when a new there are changes in elements or standards. C. To the maximum extent feasible, the critical elements shall be consistent for standard or like positions. Variations from these critical elements shall be based on real differences in the job.
Sample 1
Critical Elements. A. Rating elements must address the critical functions of an employee’s position. A performance plan normally consists of four to six critical elements. A critical element is a work assignment or responsibility of such importance that unacceptable performance of the element would result in a determination that an employee’s overall performance is Unacceptable. When developing critical elements, consideration should be given to work quality, productivity, customer support, teamwork and cooperation for employee performance plans and management, coaching and leadership for supervisory and managerial plans. The critical elements are to be tied to the core competencies of each occupational group and related customer outcomes/expectations. DCMA managers and supervisors are to develop critical elements for all employees that link to the Agency’s Performance Plan. B. Performance plans containing critical elements should identify and measure work outcomes and achievements rather than the work processes employed to produce the results. When organizational goals and metrics are used in employees’ performance plans, they should be directly linked to an individual’s critical elements, be reasonably attainable and be clearly stated in terms of quality, quantity, timeliness and manners of performance. Critical elements for bargaining unit employees shall address individual performance only.
Sample 1

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