Common use of Final Review Procedures Clause in Contracts

Final Review Procedures. A. The review period will normally coincide with the fiscal year. However, the parties may, at the DFO, headquarters or appropriate headquarters or field office level, agree to a June 1-May 31 review period for one or more ports within the DFO area. Absent unusual circumstances, all reviews must be completed within one (1) month after completion of the performance cycle. B. Every employee is assigned one immediate supervisor for the purpose of completing the annual proficiency review, on-going reviews, any development plan and any associated meetings. However, in the case where employees and/or supervisors rotate, the assigned supervisor may, in making these determinations, rely on input provided by other immediate supervisors who have directly supervised the employee's work during the performance cycle. C. The annual proficiency review will be deferred if: (1) The supervisor/employee relationship has not existed for ninety (90) days (i.e., the supervisor lacks ninety (90) days as the employee’s immediate supervisor). (2) The employee has not served under an approved performance plan in accordance with this Article for a minimum ninety (90) day period. (3) An employee has been issued an Employee Proficiency Plan as described in Section 9. D. If a proficiency review has been deferred under Subsection C.(1) or (2) above, the employee’s performance cycle will be extended to provide a full ninety (90) day basis for evaluation at which time a proficiency rating will be issued. In cases where an employee’s extended absence does not permit the minimum period of time for a review, the employee will not receive a proficiency rating that appraisal period (e.g., long-term training, LWOP, etc.). E. Authorized time spent performing Union representational functions will not be considered when assessing employee performance. F. Full-time Union representatives may request a proficiency rating, provided they have performed sufficient overtime work - the equivalent of ninety (90) days - to have their performance assessed. Such requests should be made in writing and submitted to the appropriate rating official along with a listing of the overtime assignments worked during the rating period. G. Full-time Union representatives who do not work overtime or have not performed sufficient overtime work to have their performance assessed are considered un- H. Both the supervisor and the employee will sign the EPR and the employee will be provided with a copy. A secondary review signature will be required only when performance is at an Unacceptable level.

Final Review Procedures. A. The review period will normally coincide with the fiscal year. However, the parties may, at the DFO, headquarters or appropriate headquarters or field office level, agree to a June 1-May 31 review period for one or more ports within the DFO area. Absent unusual circumstances, all reviews must be completed within one (1) month after completion of the performance cycle. B. Every employee is assigned one immediate supervisor for the purpose of completing the annual proficiency review, on-going reviews, any development plan and any associated meetings. However, in the case where employees and/or supervisors rotate, the assigned supervisor may, in making these determinations, rely on input provided by other immediate supervisors who have directly supervised the employee's work during the performance cycle. C. The annual proficiency review will be deferred if: (1) The supervisor/employee relationship has not existed for ninety (90) days (i.e., the supervisor lacks ninety (90) days as the employee’s immediate supervisor). (2) The employee has not served under an approved performance plan in accordance with this Article for a minimum ninety (90) day period. (3) An employee has been issued an Employee Proficiency Plan as described in Section 9. D. If a proficiency review has been deferred under Subsection C.(1) or (2) above, the employee’s performance cycle will be extended to provide a full ninety (90) day basis for evaluation at which time a proficiency rating will be issued. In cases where an employee’s extended absence does not permit the minimum period of time for a review, the employee will not receive a proficiency rating that appraisal period (e.g., long-term training, LWOP, etc.). E. Authorized time spent performing Union representational functions will not be considered when assessing employee performance. F. Full-time Union representatives may request a proficiency rating, provided they have performed sufficient overtime work - the equivalent of ninety (90) days - to have their performance assessed. Such requests should be made in writing and submitted to the appropriate rating official along with a listing of the overtime assignments worked during the rating period. G. Full-time Union representatives who do not work overtime or have not performed sufficient overtime work to have their performance assessed are considered un-un- ratable in accordance with 5 C.F.R. § 430. However, in the event of a RIF, these employees will receive ratings in accordance with 5 C.F.R. § 351.203. H. Both the supervisor and the employee will sign the EPR and the employee will be provided with a copy. A secondary review signature will be required only when performance is at an Unacceptable level.

Final Review Procedures. A. The review period will normally coincide with the fiscal year. However, the parties may, at the DFO, headquarters or appropriate headquarters or field office level, agree to a June 1-May 31 review period for one or more ports within the DFO area. Absent unusual circumstances, all reviews must be completed within one (1) month after completion of the performance cycle. B. Every employee is assigned one immediate supervisor for the purpose of completing the annual proficiency review, on-going reviews, any development plan and any associated meetings. However, in the case where employees and/or supervisors rotate, the assigned supervisor may, in making these determinations, rely on input provided by other immediate supervisors who have directly supervised the employee's work during the performance cycle. C. The annual proficiency review will be deferred if: (1) The supervisor/employee relationship has not existed for ninety (90) days (i.e., the supervisor lacks ninety (90) days as the employee’s immediate supervisor). (2) The employee has not served under an approved performance plan in accordance with this Article for a minimum ninety (90) day period. (3) An employee has been issued an Employee Proficiency Plan as described in Section 9. D. If a proficiency review has been deferred under Subsection C.(1) or (2) above, the employee’s performance cycle will be extended to provide a full ninety (90) day basis for evaluation at which time a proficiency rating will be issued. In cases where an employee’s extended absence does not permit the minimum period of time for a review, the employee will not receive a proficiency rating that appraisal period (e.g., long-term training, LWOP, etc.). E. Authorized time spent performing Union representational functions will not be considered when assessing employee performance. F. Full-time Union representatives may request a proficiency rating, provided they have performed sufficient overtime work - the equivalent of ninety (90) days - to have their performance assessed. Such requests should be made in writing and submitted to the appropriate rating official along with a listing of the overtime assignments worked during the rating period. G. Full-time Union representatives who do not work overtime or have not performed sufficient overtime work to have their performance assessed are considered un- H. Both un- ratable in accordance with 5 C.F.R. § 430. However, in the supervisor and the employee event of a RIF, these employees will sign the EPR and the employee will be provided receive ratings in accordance with a copy. A secondary review signature will be required only when performance is at an Unacceptable level5 C.F.R. § 351.

Final Review Procedures. A. The review period will normally coincide with the fiscal year. However, the parties may, at the DFO, headquarters or appropriate headquarters or field office level, agree to a June 1-May 31 review period for one or more ports within the DFO area. Absent unusual circumstances, all reviews must be completed within one (1) month after completion of the performance cycle. B. Every employee is assigned one immediate supervisor for the purpose of completing the annual proficiency review, on-going reviews, any development plan and any associated meetings. However, in the case where employees and/or supervisors rotate, the assigned supervisor may, in making these determinations, rely on input provided by other immediate supervisors who have directly supervised the employee's work during the performance cycle. C. The annual proficiency review will be deferred if: (1) The supervisor/employee relationship has not existed for ninety (90) days (i.e., the supervisor lacks ninety (90) days as the employee’s immediate supervisor). (2) The employee has not served under an approved performance plan in accordance with this Article for a minimum ninety (90) day period.. NTEU CHAPTER 173 xxx.xxxx000.xxx (3) An employee has been issued an Employee Proficiency Plan as described in Section 9. D. If a proficiency review has been deferred under Subsection C.(1) or (2) above, the employee’s performance cycle will be extended to provide a full ninety (90) day basis for evaluation at which time a proficiency rating will be issued. In cases where an employee’s extended absence does not permit the minimum period of time for a review, the employee will not receive a proficiency rating that appraisal period (e.g., long-term training, LWOP, etc.). E. Authorized time spent performing Union representational functions will not be considered when assessing employee performance. F. Full-time Union representatives may request a proficiency rating, provided they have performed sufficient overtime work - the equivalent of ninety (90) days - to have their performance assessed. Such requests should be made in writing and submitted to the appropriate rating official along with a listing of the overtime assignments worked during the rating period. G. Full-time Union representatives who do not work overtime or have not performed sufficient overtime work to have their performance assessed are considered un-un- ratable in accordance with 5 C.F.R. § 430. However, in the event of a RIF, these employees will receive ratings in accordance with 5 C.F.R. § 351.203. H. Both the supervisor and the employee will sign the EPR and the employee will be provided with a copy. A secondary review signature will be required only when performance is at an Unacceptable level.

Final Review Procedures. A. The review period will normally coincide with the fiscal year. However, the parties may, at the DFO, headquarters or appropriate headquarters or field office level, agree to a June 1-May 31 review period for one or more ports within the DFO area. Absent unusual circumstances, all reviews must be completed within one (1) month after completion of the performance cycle. B. Every employee is assigned one immediate supervisor for the purpose of completing the annual proficiency review, on-going reviews, any development plan and any associated meetings. However, in the case where employees and/or supervisors rotate, the assigned supervisor may, in making these determinations, rely on input provided by other immediate supervisors who have directly supervised the employee's work during the performance cycle. C. The annual proficiency review will be deferred if: (1) The supervisor/employee relationship has not existed for ninety (90) days (i.e., the supervisor lacks ninety (90) days as the employee’s immediate supervisor). (2) The employee has not served under an approved performance plan in accordance with this Article for a minimum ninety (90) day period. (3) An employee has been issued an Employee Proficiency Plan as described in Section 9. D. If a proficiency review has been deferred under Subsection C.(1) or (2) above, the employee’s performance cycle will be extended to provide a full ninety (90) day basis for evaluation at which time a proficiency rating will be issued. In cases where an employee’s extended absence does not permit the minimum period of time for a review, the employee will not receive a proficiency rating that appraisal period (e.g., long-term training, LWOP, etc.). E. X. Authorized time spent performing Union representational functions will not be considered when assessing employee performance. F. Full-time Union representatives may request a proficiency rating, provided they have performed sufficient overtime work - the equivalent of ninety (90) days - to have their performance assessed. Such requests should be made in writing and submitted to the appropriate rating official along with a listing of the overtime assignments worked during the rating period. G. Full-time Union representatives who do not work overtime or have not performed sufficient overtime work to have their performance assessed are considered un- H. X. Both the supervisor and the employee will sign the EPR and the employee will be provided with a copy. A secondary review signature will be required only when performance is at an Unacceptable level.

Final Review Procedures. A. The review period will normally coincide with the fiscal year. However, the parties may, at the DFO, headquarters or appropriate headquarters or field office level, agree to a June 1-May 31 review period for one or more ports within the DFO area. Absent unusual circumstances, all reviews must be completed within one (1) month after completion of the performance cycle. B. Every employee is assigned one immediate supervisor for the purpose of completing the annual proficiency review, on-going reviews, any development plan and any associated meetings. However, in the case where employees and/or supervisors rotate, the assigned supervisor may, in making these determinations, rely on input provided by other immediate supervisors who have directly supervised the employee's work during the performance cycle. C. The annual proficiency review will be deferred if: (1) The supervisor/employee relationship has not existed for ninety (90) days (i.e., the supervisor lacks ninety (90) days as the employee’s immediate supervisor). (2) The employee has not served under an approved performance plan in accordance with this Article for a minimum ninety (90) day period. (3) An employee has been issued an Employee Proficiency Plan as described in Section 9. D. If a proficiency review has been deferred under Subsection C.(1) or (2) above, the employee’s performance cycle will be extended to provide a full ninety (90) day basis for evaluation at which time a proficiency rating will be issued. In cases where an employee’s extended absence does not permit the minimum period of time for a review, the employee will not receive a proficiency rating that appraisal period (e.g., long-term training, LWOP, etc.). E. X. Authorized time spent performing Union representational functions will not be considered when assessing employee performance. F. Full-time Union representatives may request a proficiency rating, provided they have performed sufficient overtime work - the equivalent of ninety (90) days - to have their performance assessed. Such requests should be made in writing and submitted to the appropriate rating official along with a listing of the overtime assignments worked during the rating period. G. Full-time Union representatives who do not work overtime or have not performed sufficient overtime work to have their performance assessed are considered un-un- ratable in accordance with 5 C.F.R. § 430. However, in the event of a RIF, these employees will receive ratings in accordance with 5 C.F.R. § 351.203. H. X. Both the supervisor and the employee will sign the EPR and the employee will be provided with a copy. A secondary review signature will be required only when performance is at an Unacceptable level.