Performance Rating Procedures. The evaluation of employees shall be objective to the extent possible.
A. In the interest of providing for objectivity in an appraisal, an employee should have been working under the supervisory and performance plan for at least ninety days. When this is not the case, the rating will be deferred until these time frames are met. Ratings will not be deferred on employees who are detailed to work partnership or union duties positions on a full time basis.
B. The rating official shall be a supervisor/management official who has direct knowledge about the employee’s performance and the type of work performed, and has had access to all the employee’s performance records.
C. The rater will discuss the employee’s job performance in private surroundings where available on a continuing basis, but at least twice in conjunction with the appraisal cycle prior to the final rating. The review shall be documented on the appraisal form.
D. If the rater has identified shortcommings in the employee’s performance the employee shall be notified when the problem is perceived. Where performance is less than satisfactory, the rater will suggest ways for the employee to improve his/her work in order to more satisfactorily perform duties at expected levels.
E. Employees will be rated annually through March 31 unless another rating cycle is mutually agreed to. Employees will be afforded ten workdays to submit a self-assessment providing information related to their performance during the appraisal period. The rater will consider all information such as assignments of any duration, abnormal work situations and factors beyond the employee’s control. Any discussions held with employees at this time concerning their performance will be conducted in private surroundings where available.
F. Raters are required to assist employees whose performance is less than successful (pass). A memorandum will be prepared for employees whose performance is less than successful (pass), explaining how their performance is less than successful, what specific assistance will be provided to assist them in improving their performance and that they have at least 90 days to improve their performance to the successful (pass) level. If the level is brought up to the pass level during the PIP that level must be maintained for at least a year. Normally, management is not obligated to provide more than two PIPs in one year. If an employee does not improve the level to pass during the PIP, a performance-based advers...
Performance Rating Procedures. The evaluation of Employees by their supervisors shall be objective to the maximum extent possible.
a. In the interest of providing for objectivity in an appraisal, an Employee should have been working under the supervisor and an approved performance plan for at least 120 days. When this is not the case the annual rating will be deferred until these time frames are met.
b. The rating official shall be a supervisor/Management official who has direct knowledge about the Employee’s performance and the type of work performed and has access to all the Employee’s performance records.
c. The rating official will discuss the Employee’s job performance in a private setting at least once at the midpoint of the appraisal cycle and during the final rating. These reviews will be documented on the appraisal form.
d. If the supervisor has identified shortcomings in the Employee’s performance, the Employee shall be notified when the problem is perceived. Where performance is less than fully successful, the rater will suggest ways for the Employee to improve his work in order to raise the Employee’s performance to a fully successful level.
Performance Rating Procedures. The evaluation of employees shall be objective to the extent possible.
A. Employees will be rated on a five tier system: Unacceptable; Minimally Satisfactory; Fully Successful; Superior; and Outstanding. If an employee fails a critical element, the overall rating will be Unacceptable. Where an employee meets all the critical elements of the position, but does not meet one or more of the non-critical elements, the rating will be Minimally Satisfactory. If an employee meets all the critical and non-critical elements of the position, the rating will be Fully Successful. If the employee meets all the non-critical elements of the position and exceeds all of the critical elements, the rating will be Superior. If the employee exceeds all the non-critical elements and the critical elements, the rating will be Outstanding. Performance plans must include at least one mission results oriented critical element linked to the strategic goals and objectives of the organization. Alignment statements should be listed under the performance element(s) to show linkage to organizational or work unit goals.
B. Employees will be required to submit an accomplishment report providing information related to their performance during the appraisal period. The rating official will consider all information such as assignments of any duration, abnormal work situations, and factors beyond the employee’s control. Any discussions held with employees at this time concerning their performance will be conducted in private surroundings.
