RATING PERFORMANCE AT THE END OF THE APPRAISAL PERIOD Sample Clauses

RATING PERFORMANCE AT THE END OF THE APPRAISAL PERIOD. At the conclusion ofthe appraisal cycle the OPDIV/STAFFDIV, in consultation with the ASA Office of Human Resources (OHR), will issue guidance and timelines for the completion ofthe annual employee evaluations and the submission of performance award nominations. Appraisal process guidance issued by the OPDIV/STAFFDIV will be consistent with all policies, procedures, and requirements set forth in these instructions and will not place limits on the number of ratings issued at any given level. The OPDIV/STAFFDIV appraisal process guidance will be communicated to all OPDIV/STAFFDIV staff. Between January 1 and February 15 of each year, the rating official will meet with the employee to discuss the rating of record and, if applicable, any needed improvement assistance. The rating official provides his/her own assessment ofthe employee's performance during the rating period under the written performance plan and requirements. The rating official rates each element performed for the minimum period (90 calendar days) unless the employee did not have a reasonable opportunity to perform a particular element for the minimum period. If the preceding is the case, the element will be marked "Not Applicable." A written narrative may be prepared, but is not required, for Achieved Expected Results, Achieved More Than Expected Results, and Achieved Outstanding Results ratings in support of the rating of record. For ratings below Achieved Expected Results, the rating official must prepare a written assessment of an employee's overall performance. This should include identifying specific performance deficiencies. Section IV of the HHS-704B (performance plan) will be used for this purpose. If an employee's performance is Achieved Unsatisfactory Results, the supervisor must, at a minimum, give written notice to the employee of his/her failure to demonstrate acceptable performance. In addition, the supervisor must give the employee an opportunity to demonstrate acceptable performance under a Performance Improvement Plan (PIP). Supervisors will consult with the servicing Human Resources Center or respective Labor and Employee Relations Office for assistance in dealing with unacceptable performance. See Section VII below for further information. This system does not require a second level review of the rating. However, at the discretion of the OPDIV/STAFFDIV Head, the rating official may submit the rating to the reviewing official for concurrence prior to providing the rating to th...