Common use of PERFORMANCE APPRAISAL SYSTEM Clause in Contracts

PERFORMANCE APPRAISAL SYSTEM. Section 1 The Employer's Performance Appraisal System is the systematic process by which the Employer involves a permanent employee in maximizing his/her contribution to the accomplishment of Agency mission and goals. It encourages communication between an employee and his/her supervisor, provides a mechanism to evaluate employee performance, identifies an employee's strengths and weaknesses, and provides a mechanism to address unacceptable performance effectively. A. The Employer will establish a performance evaluation plan (Plan) for each employee. The Plan will consist of critical elements, which are aspects of the employee's work where acceptable performance is essential to his/her position. In accordance with Section 2.B., each element will have a performance standard that, at a minimum, states the expectations or requirements established by the Employer that must be met by the employee in order for his/her performance to be rated as acceptable in that element. An employee's performance will be rated in each element of his/her Plan. If an employee's performance is unacceptable in any one critical element, the overall rating will be unacceptable. B. Elements and standards must be reasonably related to the duties set forth in the employee's position description. Pursuant to 5 U.S.C. 4302(b)(1), the Employer will establish performance standards which will, to the maximum extent feasible, permit the accurate evaluation of job performance on the basis of objective criteria related to the job in question for each employee or position under the performance appraisal system. Written performance appraisals will be based on a comparison of the employee's performance on his/her work throughout the entire rating period for the employee to the elements and standards of his/her position. An employee should discuss in a timely manner with his/her supervisor the factors the employee believes have affected his/her performance, such as the use of approved official time for representational functions, the authorized performance of collateral duties, lack of customary training, or unavailability of required resources. The Employer will take into account any mitigating impact of such factors when evaluating the employee's performance. C. Prior to making changes to any performance plans, the Union will be provided at least fourteen (14) calendar days to comment on the proposed plans before they are finalized by the Employer. The NTEU also retains the right to negotiate over changes to employee performance plans, as permitted by law. An employee will not be held accountable or responsible for any changes to the elements and standards under his/her performance plans until they are received by the employee. Section 3 The appraisal period will be from January 1 to December 31, unless adjusted due to individual circumstances. Section 4 A Plan normally will be delivered to an employee within thirty (30) days of the beginning of each appraisal period. If an employee permanently changes positions during the appraisal period, he/she normally will receive a new Plan for the new position within thirty (30) days of the assignment to the new position. The Employer and the employee will sign and date the Plan. The employee's signature only acknowledges receipt and discussion of the Plan. The Employer will advise the employee in writing of any computerized tracking systems used to monitor his/her performance (reports identifying the number of tasks performed or the amount of time it took to perform those tasks). Unless an employee has access to these reports, at least semiannually the Employer will provide the employee copies of his/her reports. Section 5 An employee will be given at least one progress review during the appraisal period, during which the Employer will provide oral or written feedback on the elements and describe how the employee's work product compares with the performance standards. Absent a significant business reason, the Employer will provide this progress review within forty five (45) days of the mid-point of the employee's appraisal period. The Employer will not give the employee a rating of record (the written performance appraisal) at this time. When the Employer identifies unacceptable performance, the Employer will identify for the employee specific examples of the unacceptable performance and what the employee must do to improve performance to an acceptable level. Such notice should take place as soon as possible after the unacceptable performance is identified. A. Normally, within sixty (60) days after the end of the appraisal period, each employee will receive a written performance appraisal from his/her immediate supervisor (rating official) that will be based on his/her performance compared to the standard for each element. At a minimum, the written performance appraisal will indicate whether the employee's performance was acceptable or unacceptable in each element. The appraisal also will include a brief narrative summary of the employee's achievements and areas for improvement and/or growth in the coming rating period. B. Performance appraisals will be made in a fair and non-discriminatory manner. C. An employee may receive a written performance appraisal up to ninety (90) days before the conclusion of the appraisal period if: • the employee changes positions or separates from the Employer within ninety (90) days before the end of the appraisal period; or • the rating official departs within ninety (90) days before the end of the appraisal period. D. If an employee changes positions or is assigned to a new supervisor at any time during the appraisal period, other than within ninety (90) days before the end of the appraisal period, the Employer should include, in the written performance appraisal at the end of the rating period, information about the employee's performance provided by the previous supervisor. E. An employee must be under his/her current Plan for at least one hundred twenty (120) days before receiving a written performance appraisal. F. The performance of collateral duties or the use of approved official time for Union representational functions will not be considered as a negative factor when evaluating an employee against his/her performance standards. An employee performing such collateral duties or Union representational functions will be provided an annual evaluation/performance rating if he/she has spent five hundred twenty (520) hours or more on normal duties assigned by an Agency supervisor during the appraisal period. G. The Employer and employee will sign and date the written performance appraisal. The employee's signature acknowledges receipt and discussion of the appraisal and does not necessarily signify the employee's agreement. An employee may attach a written response to his/her written performance appraisal.

PERFORMANCE APPRAISAL SYSTEM. Section 1 The Employer's Performance Appraisal System is the systematic process by which the Employer involves a permanent employee in maximizing his/her their contribution to the accomplishment of Agency mission and goals. It encourages communication between an employee and his/her their supervisor, provides a mechanism to evaluate employee performance, identifies an employee's strengths and weaknesses, and provides a mechanism to address unacceptable performance effectively. A. The Employer will establish a performance evaluation plan (Plan) for each employee. The Plan will consist of critical elements, which are aspects of the employee's work where acceptable performance is essential to his/her their position. In accordance with Section 2.B., each element will have a performance standard that, at a minimum, states the expectations or requirements established by the Employer that must be met by the employee in order for his/her their performance to be rated as acceptable in that element. An employee's performance will be rated in each element of his/her their Plan. If an employee's performance is unacceptable in any one critical element, the overall rating will be unacceptable. B. Elements and standards must be reasonably related to the duties set forth in the employee's position description. Pursuant to 5 U.S.C. 4302(b)(1), the Employer will establish performance standards which will, to the maximum extent feasible, permit the accurate evaluation of job performance on the basis of objective criteria related to the job in question for each employee or position under the performance appraisal system. Written performance appraisals will be based on a comparison of the employee's performance on his/her their work throughout the entire rating period for the employee to the elements and standards of his/her their position. An employee should discuss in a timely manner with his/her their supervisor the factors the employee believes have affected his/her their performance, such as the use of approved official time for representational functions, the authorized performance of collateral duties, lack of customary training, or unavailability of required resources. The Employer will take into account any mitigating impact of such factors when evaluating the employee's performance. C. Prior to making changes to any performance plans, the Union will be provided at least fourteen (14) calendar days to comment on the proposed plans before they are finalized by the Employer. The NTEU also retains the right to negotiate over changes to employee performance plans, as permitted by law. An employee will not be held accountable or responsible for any changes to the elements and standards under his/her their performance plans until they are received by the employee. Section 3 The appraisal period will be from January 1 to December 31, unless adjusted due to individual circumstances. Section 4 A Plan normally will be delivered to an employee within thirty (30) days of the beginning of each appraisal period. If an employee permanently changes positions during the appraisal period, he/she they normally will receive a new Plan for the new position within thirty (30) days of the assignment to the new position. The Employer and the employee will sign and date the Plan. The employee's signature only acknowledges receipt and discussion of the Plan. The Employer will advise the employee in writing of any computerized tracking systems used to monitor his/her their performance (reports identifying the number of tasks performed or the amount of time it took to perform those tasks). Unless an employee has access to these reports, at least semiannually the Employer will provide the employee copies of his/her their reports. Section 5 An employee will be given at least one progress review during the appraisal period, during which the Employer will provide oral or written feedback on the elements and describe how the employee's work product compares with the performance standards. Absent a significant business reason, the Employer will provide this progress review within forty five (45) days of the mid-point of the employee's appraisal period. The Employer will not give the employee a rating of record (the written performance appraisal) at this time. When the Employer identifies unacceptable performance, the Employer will identify for the employee specific examples of the unacceptable performance and what the employee must do to improve performance to an acceptable level. Such notice should take place as soon as possible after the unacceptable performance is identified. A. Normally, within sixty (60) days after the end of the appraisal period, each employee will receive a written performance appraisal from his/her their immediate supervisor (rating official) that will be based on his/her their performance compared to the standard for each element. At a minimum, the written performance appraisal will indicate whether the employee's performance was acceptable or unacceptable in each element. The appraisal also will include a brief narrative summary of the employee's achievements and areas for improvement and/or growth in the coming rating period. B. Performance appraisals will be made in a fair and non-discriminatory manner. C. An employee may receive a written performance appraisal up to ninety (90) days before the conclusion of the appraisal period if: • the employee changes positions or separates from the Employer within ninety (90) 90 days before the end of the appraisal period; or • the rating official departs within ninety (90) days before the end of the appraisal period. D. If an employee changes positions or is assigned to a new supervisor at any time during the appraisal period, other than within ninety (90) days before the end of the appraisal period, the Employer should include, in the written performance appraisal at the end of the rating period, information about the employee's performance provided by the previous supervisor. E. An employee must be under his/her their current Plan for at least one hundred twenty (120) days before receiving a written performance appraisal. F. The performance of collateral duties or the use of approved official time for Union representational functions will not be considered as a negative factor when evaluating an employee against his/her their performance standards. An employee performing such collateral duties or Union representational functions will be provided an annual evaluation/performance rating if he/she has they have spent five hundred twenty (520) hours or more on normal duties assigned by an Agency supervisor during the appraisal period. G. The Employer and employee will sign and date the written performance appraisal. The employee's signature acknowledges receipt and discussion of the appraisal and does not necessarily signify the employee's agreement. An employee may attach a written response to his/her their written performance appraisal.. Section 1‌‌‌

PERFORMANCE APPRAISAL SYSTEM. Section 1 1. The Employer's Performance Appraisal System is primary objective of the systematic process classroom teacher evaluation procedure, as set forth herein, shall be the improvement of instruction. The primary objective of the evaluation of other unit employees, as set forth herein, shall be the improvement of the services which are provided by such unit employees and which are designed to enhance and complement the Employer involves a permanent employee in maximizing his/her contribution educational process. Section 2. The performance of all unit employees shall be evaluated according to the accomplishment of established Agency mission and goalsrequirements. It encourages communication between an employee and his/her supervisor, provides a mechanism to evaluate employee performance, identifies The evaluator shall take into consideration any circumstances that may adversely affect an employee's strengths and weaknessesperformance, such as class size, special learning disabilities, physical facilities, multiple duty assignments, geographical difficulties, time constraints, and provides involuntary reassignments. The Employer shall apply the performance standards in such a mechanism manner that a fully competent employee can reasonably be expected to address unacceptable performance effectivelyattain them. Unit employees shall be clearly informed of the supervisors who have authority to supervise/evaluate their performance. A. The Employer will establish Section 3. Normally, all unit employee observations shall be preceded or followed within a performance evaluation plan two (Plan2) for each employee. The Plan will consist of critical elements, which are aspects of the employee's work where acceptable performance is essential to his/her position. In accordance with Section 2.B., each element will have school- day period by a performance standard that, at a minimum, states the expectations or requirements established by conference between the Employer that must be met by and the employee in order for the employee to explain his/her objectives and plans for that class. Section 4. Although it is understood that the Employer assigns duties, establishes critical elements and performance standards, and evaluates the performance of the duties, it is recognized that all unit employees must be clearly advised as to what must be rated as acceptable done (critical elements) and how well it must be done (performance standards). Unit employees shall be encouraged to participate in that element. An employee's the identification of critical elements and performance standards through discussions with the Employer, but non-standardized elements and standards will be rated discussed with the Association. The FRS/designee will be provided access to all standards and elements in each element of his/her Plansufficient time to allow for review and discussion with employees. If an employee's performance is unacceptable in any When more than one critical elementunit employee performs the same duties, the overall critical elements and performance standards may be developed through group discussion(s) with the supervisor. In the case of a newly established position, the supervisor shall develop the elements and standards in advance in order that they may be discussed with candidates for the position. The critical elements and performance standards shall be reviewed by the employee(s) and Employer and revised if necessary, at least annually, preferably at the beginning of the rating will period. The critical elements and performance standards must be unacceptablewritten. The Association’s representative shall be afforded the opportunity to attend such meetings. Section 5. In the event a supervisor establishes any critical elements or performance standards for the standardized position descriptions of unit employees which are not included on the list prepared by DoDEA, the supervisor shall: A. provide the unit employee and the FRS a copy of the proposed critical elements and performance standards at least two weeks prior to finalizing the elements and performance standards. B. Elements specify, in writing, the date by which written or oral comments on the standards and standards elements are to be submitted to the supervisor. This date must be reasonably related at least five work days after the employee receives this material. C. discuss, if requested, explain and respond to any employee inquiries about the elements and standards. If a meeting is held to accomplish this, the FRS shall be afforded the opportunity to attend. D. after considering the unit employee’s comments and any comments from the FRS, identify the critical elements and performance standards that will serve as a basis for appraising the employee’s job performance. E. upon request, the supervisor will provide a copy of the critical elements and performance standards of identified to the duties set forth in FRS. If the employee's position descriptionAssociation Area Director is concerned or dissatisfied with the critical elements and performance standards identified by the supervisor under this section, the Area Director shall ask within five work days of receipt that they be reviewed by the DoDEA Director of Student Excellence. Section 6. Pursuant Prior to 5 U.S.C. 4302(b)(1)proposing any personnel action based on unacceptable performance, the Employer will establish performance standards which willshall ensure that the unit employee is provided an opportunity to demonstrate acceptable performance. To this end, to the maximum extent feasible, permit the accurate evaluation of job performance on the basis of objective criteria related to the job in question for each employee or position under the performance appraisal system. Written performance appraisals will be based on a comparison Employer shall provide notice of the employee's failure to satisfy the performance on his/her work throughout the entire rating period standards for one or more critical elements. The notice shall be in writing and shall be provided to the employee to the elements and standards of his/her position. An employee should discuss in a timely manner with his/her supervisor the factors the employee believes have affected his/her performance, such as the use of approved official time for representational functions, the authorized performance of collateral duties, lack of customary training, or unavailability of required resources. The Employer will take into account any mitigating impact of such factors when evaluating the employee's performance. C. Prior to making changes to any performance plans, the Union will be provided at least fourteen (14) calendar days to comment on the proposed plans before they are finalized by the Employer. The NTEU also retains the right to negotiate over changes to employee performance plans, as permitted by law. An employee will not be held accountable or responsible for any changes to the elements and standards under his/her performance plans until they are received by the employee. Section 3 The appraisal period will be from January 1 to December 31, unless adjusted due to individual circumstances. Section 4 A Plan normally will be delivered to an employee within thirty (30) days in advance of proposing a personnel action based on unacceptable performance. This notice shall identify: A. the critical elements of the beginning employee's position for which performance is unacceptable. B. the improvements the employee must make to bring performance to a satisfactory level. C. the efforts the Employer will make to help the unit employee improve. D. the time period of each appraisal period. If an employee permanently changes positions during the appraisal period, he/she normally will receive a new Plan for the new position within at least thirty (30) days of the assignment to the new position. The Employer and the employee will sign and date the Plan. The employee's signature only acknowledges receipt and discussion of the Plan. The Employer will advise the employee in writing of any computerized tracking systems used to monitor his/her performance (reports identifying the number of tasks performed or the amount of time it took to perform those tasks). Unless an employee has access to these reports, at least semiannually the Employer will provide the employee copies of his/her reports. Section 5 An employee will be given at least one progress review during the appraisal period, during within which the Employer will provide oral or written feedback on the elements and describe how the employee's work product compares with the performance standards. Absent a significant business reason, the Employer will provide this progress review within forty five (45) days of the mid-point of the employee's appraisal period. The Employer will not give the employee a rating of record (the written performance appraisal) at this time. When the Employer identifies unacceptable performance, the Employer will identify for the employee specific examples of the unacceptable performance and what the employee must do to improve performance to an acceptable level. Such notice should take place as soon as possible after the unacceptable performance is identified. A. Normally, within sixty (60) days after performance. At the end of the appraisal period, each employee will receive a written performance appraisal from his/her immediate supervisor (rating official) that will be based on his/her performance compared to the standard for each element. At a minimumtime period specified, the written performance appraisal will indicate whether Employer shall notify the affected employee in writing as to whether: 1. the employee is now performing in an acceptable manner: or 2. the employee's performance was acceptable or unacceptable remains unacceptable. If so, this second notice will be accomplished in each elementa notice of proposed action described in Section 7 below. Section 7. The appraisal also will include a brief narrative summary A unit employee shall be given thirty (30) days advance notice of the proposed action, which: A. states the reasons for the proposed action in detail: B. identifies specific instances of unacceptable performance by the unit employee: C. identifies the critical element of the unit employee's achievements and areas position for improvement and/or growth in which performance is unacceptable; D. states that the coming rating period. B. Performance appraisals will be made in a fair and non-discriminatory manner. C. An unit employee may receive a written performance appraisal up to ninety (90) days before review the conclusion material relied upon in proposing the action and make reasonable copies of such material: E. informs the unit employee of the appraisal period if: • the employee changes positions right to reply orally or separates from the Employer in writing, or both, within ninety (90) days before the end of the appraisal period; or • the rating official departs within ninety (90) days before the end of the appraisal period. D. If an employee changes positions or is assigned to a new supervisor at any time during the appraisal period, other than within ninety (90) days before the end of the appraisal period, the Employer should include, in the written performance appraisal at the end of the rating period, information about the employee's performance provided by the previous supervisor. E. An employee must be under his/her current Plan for at least one hundred twenty (120) days before receiving a written performance appraisal. F. The performance of collateral duties or the use of approved official time for Union representational functions will not be considered as a negative factor when evaluating an employee against his/her performance standards. An employee performing such collateral duties or Union representational functions will be provided an annual evaluation/performance rating if he/she has spent five hundred twenty (520) hours or more on normal duties assigned by an Agency supervisor during the appraisal period. G. The Employer and employee will sign and date the written performance appraisal. The employee's signature acknowledges receipt and discussion of the appraisal and does not necessarily signify the employee's agreement. An employee may attach a written response to his/her written performance appraisal.fifteen

PERFORMANCE APPRAISAL SYSTEM. Section 1 1. The Employer's purpose of the Performance Appraisal System is the to provide a framework for supervisors and managers to communicate expectations and job performance to employees, link individual employee performance to organizational goals, encourage increased employee engagement, facilitate a fair and meaningful assessment of employee performance, establish a systematic process by which the Employer involves a permanent for planning and monitoring employee in maximizing his/her contribution performance that contributes to the accomplishment of Agency mission and goals. It encourages communication between an employee and his/her supervisorsuccess, provides a mechanism high-performance culture that addresses shortfalls as they occur and holds employees accountable for performance. Section 2. The performance of all unit employees shall be evaluated according to evaluate employee performanceDPMAP (DOD Instruction 1400.25, identifies Volume 431), implemented in this unit in May 2018, with any amendments as negotiated between this parties. The evaluator shall take into consideration any circumstances that may adversely affect an employee's strengths and weaknessesperformance, such as class size, special learning needs, physical facilities, multiple duty assignments, geographical difficulties, time constraints, and provides involuntary reassignments. The Employer shall apply the performance standards in such a mechanism manner that a fully competent employee can reasonably be expected to address unacceptable performance effectivelyattain them. Unit employees shall be clearly informed of the supervisors who have authority to supervise/evaluate their performance. A. The Employer will establish Section 3. Normally, all unit employee observations shall be preceded or followed within a performance evaluation plan two (Plan2) for each employee. The Plan will consist of critical elements, which are aspects of the employee's work where acceptable performance is essential to his/her position. In accordance with Section 2.B., each element will have school- day period by a performance standard that, at a minimum, states the expectations or requirements established by conference between the Employer that must be met by and the employee in order to review the employee’s objectives and plans for his/her that class. Section 4. Although it is understood that the Employer assigns duties, establishes critical elements and performance standards, and evaluates the performance of the duties, it is recognized that all unit employees must be clearly advised as to what must be rated as acceptable done (critical elements) and how well it must be done (performance standards). Unit employees shall be encouraged to participate in that element. An employee's the identification of critical elements and performance standards through discussions with the Employer, and non-standardized elements and standards will be rated discussed with the Association. The FRS/designee will be provided access to all standards and elements in each element of his/her Plansufficient time to allow for review and discussion with employees. If an employee's performance is unacceptable in any When more than one critical elementunit employee performs the same duties, the overall rating will critical elements and performance standards may be unacceptable. B. Elements and standards must be reasonably related to developed through group discussion(s) with the duties set forth in supervisor. In the employee's position description. Pursuant to 5 U.S.C. 4302(b)(1)case of a newly established position, the Employer will establish performance standards which will, to the maximum extent feasible, permit the accurate evaluation of job performance on the basis of objective criteria related to the job in question for each employee or position under the performance appraisal system. Written performance appraisals will be based on a comparison of the employee's performance on his/her work throughout the entire rating period for the employee to supervisor shall develop the elements and standards of his/her in advance in order that they may be discussed with candidates for the position. An The critical elements and performance standards must be written and shall be reviewed by the employee(s) and Employer and revised if necessary, at least annually, preferably at the beginning of the rating period. The Association’s representative shall be afforded the opportunity to attend such meetings. Section 5. In the event a supervisor establishes any critical elements or performance standards for the standardized position descriptions of unit employees which are not included on the list prepared by DoDEA, the supervisor shall: A. provide the unit employee should discuss and the FRS a copy of the proposed critical elements and performance standards at least two (2) weeks prior to finalizing the elements and performance standards. B. specify, in a timely manner with his/her supervisor writing, the factors date by which written or oral comments on the standards and elements are to be submitted to the supervisor. This date must be at least five (5) work days after the employee believes have affected his/her performancereceives this material. C. discuss, such as if requested, explain and respond to any employee inquiries about the use of approved official time for representational functionselements and standards. If a meeting is held to accomplish this, the authorized FRS shall be afforded the opportunity to attend. D. after considering the unit employee’s comments and any comments from the FRS, identify the critical elements and performance of collateral duties, lack of customary training, or unavailability of required resources. The Employer standards that will take into account any mitigating impact of such factors when evaluating serve as a basis for appraising the employee's ’s job performance. C. Prior E. upon request, provide a copy of the critical elements and performance standards to making changes to any the FRS. If the Association Area Director is concerned or dissatisfied with the critical elements and performance plansstandards identified by the supervisor under this Section, the Union will Area Director shall ask within five (5) work days of receipt that they be provided at least fourteen (14) calendar days to comment on the proposed plans before they are finalized reviewed by the Employer. The NTEU also retains the right to negotiate over changes to employee performance plans, as permitted by law. An employee will not be held accountable or responsible for any changes to the elements and standards under his/her performance plans until they are received by the employeeDoDEA Director of Student Excellence. Section 3 The appraisal period will be from January 1 6. Prior to December 31proposing any personnel action based on unacceptable performance under the provisions of 5 CFR 432, unless adjusted due the Employer shall ensure that the unit employee is provided an opportunity to individual circumstancesdemonstrate acceptable performance. Section 4 7. A Plan normally will unit employee shall be delivered to an employee within given thirty (30) days advance notice of the beginning of each appraisal period. If an employee permanently changes positions during proposed action, which: A. states the appraisal period, he/she normally will receive a new Plan reasons for the new proposed action in detail; B. identifies specific instances of unacceptable performance by the unit employee; C. identifies the critical element of the unit employee's position for which performance is unacceptable; D. states that the unit employee may review the material relied upon in proposing the action and make reasonable copies of such material; E. informs the unit employee of the right to reply orally or in writing, or both, within thirty fifteen (3015) days from receipt of the assignment proposed notice. Two (2) copies of the notice of proposed action shall be provided to the new positionunit employee so that the employee may provide a copy to the Association. The Employer and the employee will sign and date the Plan. The employee's signature only acknowledges receipt and discussion notice of the Plan. The Employer will advise the employee in writing proposed action shall not rely upon any instances of any computerized tracking systems used to monitor his/her performance (reports identifying the number of tasks performed or the amount of time it took to perform those tasks). Unless an employee has access to these reports, at least semiannually the Employer will provide the employee copies of his/her reports. Section 5 An employee will be given at least one progress review during the appraisal period, during which the Employer will provide oral or written feedback on the elements and describe how the employee's work product compares with the performance standards. Absent a significant business reason, the Employer will provide this progress review within forty five (45) days of the mid-point of the employee's appraisal period. The Employer will not give the employee a rating of record (the written performance appraisal) at this time. When the Employer identifies unacceptable performance, the Employer will identify for the employee specific examples of the unacceptable performance and what the employee must do to improve performance to an acceptable level. Such notice should take place as soon as possible after the unacceptable performance is identified. A. Normally, within sixty (60) days after the end of the appraisal period, each employee will receive a written performance appraisal from his/her immediate supervisor (rating official) that will be based on his/her performance compared to the standard for each element. At a minimum, the written performance appraisal will indicate whether the employee's performance was acceptable or unacceptable in each element. The appraisal also will include a brief narrative summary of the employee's achievements and areas for improvement and/or growth in the coming rating period. B. Performance appraisals will be made in a fair and non-discriminatory manner. C. An employee may receive a written performance appraisal up to ninety (90) days occurring more than one year before the conclusion date of the appraisal period if: • the employee changes positions or separates from the Employer within ninety (90) days before the end of the appraisal period; or • the rating official departs within ninety (90) days before the end of the appraisal periodsuch notice. D. If an employee changes positions or is assigned to a new supervisor at any time during the appraisal period, other than within ninety (90) days before the end of the appraisal period, the Employer should include, in the written performance appraisal at the end of the rating period, information about the employee's performance provided by the previous supervisor. E. An employee must be under his/her current Plan for at least one hundred twenty (120) days before receiving a written performance appraisal. F. The performance of collateral duties or the use of approved official time for Union representational functions will not be considered as a negative factor when evaluating an employee against his/her performance standards. An employee performing such collateral duties or Union representational functions will be provided an annual evaluation/performance rating if he/she has spent five hundred twenty (520) hours or more on normal duties assigned by an Agency supervisor during the appraisal period. G. The Employer and employee will sign and date the written performance appraisal. The employee's signature acknowledges receipt and discussion of the appraisal and does not necessarily signify the employee's agreement. An employee may attach a written response to his/her written performance appraisal.