Performance Plans. Verizon may exclude its performance in connection with the provisioning of Loops or Transport (including Dark Fiber Transport) for which routine network modifications are performed from standard provisioning intervals and performance measures and remedies, if any, contained in the Agreement or elsewhere.
Performance Plans. Verizon may exclude its performance in connection with the provisioning of Loops or Transport (including Dark Fiber Transport) for which routine network modifications are performed from standard provisioning intervals and performance measures and remedies, if any, contained in the Amended Agreement or elsewhere; provided, however, that at such time as a legally effective order of the Department requires new standard provisioning intervals and/or performance measures and remedies for Verizon’s provisioning of Loops or Transport (including Dark Fiber Transport) for which routine network modifications are performed, such new intervals, performance measures, and/or remedies shall apply to the extent and for so long as they remain effective.
Performance Plans. If, during EMPLOYEE's employment hereunder, COMPANY adopts any other long-term incentive plans, EMPLOYEE shall be treated under each of those plans in a manner no less favorable than the treatment afforded other key executives of COMPANY.
Performance Plans. A. All elements and standards will be in writing on the performance plan. The supervisor and employee will review the elements and standards. The perfor- xxxxx plan will normally be issued within thirty (30) days after the beginning of an appraisal period or a change in tasks that results in changing the performance standards. Periodic reviews and discussions should be held to evaluate perfor- xxxxx.
B. The minimum of a quarterly review is required. The mid-year review will be given not later than thirty (30) days after the mid-point of the appraisal cycle. The employee may submit a written response to the mid-year review, which the super- visor will maintain as part of the mid-year review record. The employee may use that written submission as part of an informal or formal response to the end of the year appraisal.
C. When a work assignment changes significantly, whether or not the work as- signment change requires a personnel action, the affected performance plans shall be reviewed to determine whether revision or reestablishment is necessary. Em- ployees will be informed and participate as provided in this Agreement when any revisions are made to the employee’ s performance plan. Employees who believe that revisions to the employee’s performance plan are warranted due to substan- tial changes in work assignments may propose such changes to the employee’s immediate supervisor/rating official for consideration.
D. Employees shall be apprised of the employee’s performance under established performance elements and standards at the conclusion of the rating cycle.
Performance Plans. Within 30 calendar days of the beginning of the rating period, assignment to the position or change of supervisor, the rater will meet with the employee to discuss the standards/objectives/ responsibilities that will be rated. The employee will be given the opportunity to provide input to the rater. Performance plans shall be written where standards/objectives/responsibilities are reasonably attainable and measurable, and define what is required for success. A legible copy of the performance plan will be given to the employee at the beginning of the rating period, when counseled, or when changed. If the performance plan changes during the rating period, the employee will be counseled by the rater on the proposed changes and will be given the opportunity to provide input for consideration. The employee will not be rated until having served 120 calendar days on an approved performance plan.
Performance Plans a. Domestic Assignments: Individuals serving in Washington, D.C. or other domestic assignments will have elements and standards specific to the assignment/position.
b. Foreign Assignments: Individuals serving abroad, including ATO Miami, will receive their performance plans in their assignment letters. In general, each letter will be signed by the employee prior to departure for post and will identify general job responsibilities and expectations and the length of the assignment. Performance elements specified in the assignment letter will be included in each individual’s performance appraisal. These are (in alphabetical order) as follows:
Performance Plans. A. The Employer shall develop, communicate and apply performance standards and elements to employees. Performance plans shall, to the maximum extent reasonably feasible, permit the accurate evaluation of job performance on the basis of objective criteria, related to the position in question.
B. Performance plans are developed on the written and/or automated Forms AD-435A, “Performance Plan, Progress Review and Appraisal Worksheet”, and AD-435B, “Performance Plan, Progress Review and Appraisal Worksheet Continuation Sheet”, and shall specify the performance elements and standards on which employees are rated, designating the number of elements as prescribed in the Employer’s Performance Management Program/System including at least one critical element linked to strategic goals and at least one non-critical element.
C. Normally, performance plans shall be developed within 30 calendar days of an employee’s appointment, reassignment, promotion, or detail for more than the minimum appraisal period. A new performance plan may also be established when an employee’s duties change substantially during the appraisal period.
D. Performance elements and standards contained in the performance plan shall be based solely on the individual’s position, and may address the employee’s performance as a member of a team (team performance may only be rated as a non- critical element; individual performance on a team may be rated as either non- critical or critical). Only those elements and standards included in the performance plan shall be used in arriving at the summary rating.
E. Performance plans shall:
1. Include any mandatory performance elements specified for the position (and may include generic performance elements and/or other specific, job-related performance elements);
2. Include, where appropriate, timeframes and appropriate procedures derived directly from applicable regulatory guidelines, procedural guides, agency program instructions, etc.;
3. Specify required quantifiable measures of attainment, e.g., timeframes, quantity, quality, cost-effectiveness, or manner of performance;
4. Relate to performance of work (i.e., not conduct or personality traits);
5. State the level of performance expected: (a) for the grade held by the employee; and (b) on the basis of factors within the control of the employee.
F. An employee may request that standards or elements be reconsidered in light of employee comments and/or significant changes to the duties of the position. The r...
Performance Plans. A. All elements and standards will be in writing on the performance plan. The supervisor and employee will review the elements and standards. The performance plan will normally be issued within 30 days after the beginning of an appraisal period or a change in tasks that result in changing the performance standards. Periodic reviews and discussions should be held to evaluate performance
B. The minimum of a mid-year review is required. The mid-year review will be given not later than 30 days after the mid-point of the appraisal cycle. The employee may submit a written response to the mid-year review, which the supervisor will maintain as part of the mid-year review record. The employee may use that written submission as part of an informal or formal response to the end of the year appraisal.
C. When a work assignment changes significantly, whether or not the work assignment change requires a personnel action, the effected performance plans shall be reviewed to determine whether revision or reestablishment is necessary. Employees will be informed and participate as provided in this Agreement when any revisions are made to their performance plan. Employees who believe that revisions to their performance plan are warranted due to substantial changes in work assignments may propose such changes to their immediate supervisor/rating official for consideration.
D. Employees shall be apprised of their performance under established performance elements and standards at the conclusion of the rating cycle.
Performance Plans. The final determination of an employee's critical elements and standards are not grievable under the negotiated grievance procedure. If an employee believes that a decision or other action taken or not taken under this performance management program resulted from a prohibited personnel practice as defined in 5U.S.C. 2302 or an act of discrimination, the employee may: (1) file a grievance under the negotiated grievance procedure or file a charge of discrimination with the Equal Employment Opportunity Commission and/or (2) file a complaint with the Office of Special Counsel.
Performance Plans. Verizon’s performance in connection with the provisioning of Loops or Transport (including Dark Fiber) for which routine network modifications are necessary shall be subject to standard provisioning intervals, included in the calculation of performance measurement results, and factored into the calculation of any remedies contained in the Amended Agreement or elsewhere.
