Professional Documents
Culture Documents
Old
5 levels Critical Elements Generic Standards which can be augmented Linked to recognition Requires strategic linkage
New
Employee participation encouraged Established within 60 days No more than 5 performance elements
All must be critical elements At least one element linked to a company goal Mandatory element for supervisors/managers
Established at the Fully Successful level (minimum required) Benchmark (generic) standards provided at all levels
May be augmented with standards specific to the position
Superior
Fully Successful
Standard Particularly excellent performance of such high quality that organizational goals have been achieved that would not have been otherwise Unusually good performance that exceeds expectations in critical areas and exhibits a sustained support of organizational goals Good, sound performance that meets organizational goals. Employee effectively applies technical skills and organizational knowledge to get the job done
Pts 5
Standard
Pts
Unsatisfactory
Performance shows serious deficiencies 2 that require correction. Work is marginal and only meets the minimum requirements with close supervision Quality and quantity of work are not 0 adequate for the position. Work products do not meet the minimum requirements expected
4.60 - 5.00 AND No critical element lower than Superior 3.60 4.59 AND No critical element lower than Fully Successful 3.00 3.59 AND No critical element lower than Fully Successful 2.00 2.99 AND No critical element rated lower than Minimally Successful One or more Critical elements rated Unsatisfactory
Fully Successful
Minimally Successful
Unsatisfactory
Interim appraisals
Upon completion of temp assignment over 120 days Employee or supervisor changes positions Document level of competence
Becomes rating of record
Copy to employee and new supervisor Used to determine annual summary rating
Not Rated
When employee does not have opportunity to perform a critical element
Departments may develop their own process Criteria: Dissatisfaction with an element rating that would affect the Summary Rating CBA with reconsideration process governs Must notify all employees of the reconsideration process developed Reconsideration Process must include:
Informal and Formal procedures Reasonable timeframes Final decision must remain within department.
Informal discussion with rating official within 7 calendar days of receipt of the EPAP No agreement employee may request formal reconsideration through HR Rating Official provides decision
Verbal or written Provided within 7 calendar days after discussion
Written request to HR within 7 calendar days of receipt of informal decision HR reviews to determine if appropriate for acceptance
Not accepted return with explanation Accepted referred within 14 calendar days
Reconsideration Official
Reviews evidence Consults with necessary individuals Makes changes if appropriate Issues final written decision within 20 calendar days
Copy to employee and filed in 201 file
Summary Rating
Narrative required?
Exceptional
YES
Eligible for a cash award up to 5% of base pay, Time-Off, up to 5% increase in base pay
Eligible for cash (up to 3% of base pay) or Time-Off award Eligible for career ladder promotion Not eligible for career ladder Requires formal corrective action (Performance Improvement Plan)
No NO YES YES
Part A: Notification of Standards: Signatures certify that critical elements and performance standards were discussed. Critical elements and performance standards are contained in Part E.
Employee: Rating Official: Reviewing Official (if applicable*):
Date:
Date:
Date:
Part C: Summary Rating Determination: To determine a summary rating, assign one of the numerical rating levels that accurately reflects the employees performance for each of the critical elements (Use only whole numbers: Exceptional = 5 points; Superior = 4 points, Fully Successful = 3 points, Minimally Successful = 2 points, and Unsatisfactory = 0 points.) See reverse for complete instructions for assigning a Summary Rating.
Element Number 1 2 3 4 5
Total: Total Numerical Rating Number of Elements = Numeric Summary Rating
Numerical Rating
Part D: Overall Summary Rating: Use conversion chart below to determine Summary Rating. Check the
appropriate box:
4.6 5.00 AND No critical element rated lower than Superior. 3.6 4.59 AND No critical element rated lower than Fully Successful. 3.0 3.59 AND No critical element rated lower than Fully Successful. 2.0 2.99 AND No critical element rated lower than Minimally Successful. One or more critical elements rated Unsatisfactory.
Rating Official: Reviewing Official: (if applicable):
Date:
Date:
Date:
Sally Sarte
Duty Station:
000-00-0000
Quezon Plant
01/01/05
09/30/05
Part A: Notification of Standards: Signatures certify that critical elements and performance standards were discussed. Critical elements and performance standards are contained in Part E.
Employee:
Rating Official:
V. Good
Date:
Date:
01/01/05
Date:
Sally Smart
Date:
Rating Official:
Date:
05/01/05
V. Good
05/01/05
Part C: Summary Rating Determination: To determine a summary rating, assign one of the numerical rating levels that accurately reflects the employees performance for each of the critical elements (Use only whole numbers: Exceptional = 5 points; Superior = 4 points, Fully Successful = 3 points, Minimally Successful = 2 points, and Unsatisfactory = 0 points.) See reverse for complete instructions for assigning a Summary Rating.
Element Number 1 2 3 4 5
Total: Total Numerical Rating
Numerical Rating
5
4 3 NR 5
17
17
Number of Elements
4.25
Part D: Overall Summary Rating: Use conversion chart below to determine Summary Rating. Check the appropriate box: 4.6 5.00 AND No critical element rated lower than Superior. Exceptional 3.6 4.59 AND No critical element rated lower than Fully Superior X Successful. 3.0 3.59 AND No critical element rated lower than Fully Fully Successful Successful. 2.0 2.99 AND No critical element rated lower than Minimally Minimally Successful. Successful One or more critical elements rated Unsatisfactory. Unsatisfactory
Employee:
Rating Official:
V. Good
Date:
Date:
10/15/05
Date:
Employee changes positions Employee completes temporary assignment or detail of more than 120 days The rating official leaves a supervisory position more than 90 days before the end of the rating cycle To document a level of competence determination for granting or denying a with-in-grade increase
Part E: Critical Elements and Performance Standards: List below each of the employees critical elements (at least one, but no more than 5) and their corresponding performance standards. If Benchmark Standards are used, indicate Benchmark Standards are attached in the space below, and ensure they are attached to this form. Critical Element 1:
Superior
Fully Successful
Minimally Successful
Unsatisfactory
Narrative Summary Describe the employees performance for each critical element. A narrative summary must be written for each element assigned a rating of Exceptional, Minimally Successful, or Unsatisfactory.
Rating for Critical Element 2: [ ] Exceptional-5 [ ] Superior-4 [ ] Fully Successful-3 [ ] Minimally Successful-2 [ ] Unsatisfactory-0
+1
2
Strategic Goals
Element #1
Element #2
Standard
Standard
Performance indicators in the Pass/Fail System Exceptional Superior Fully Successful Minimally Successful Unsatisfactory
Fully Successful The employee demonstrates good, sound performance that meets organizational goals. All critical activities are generally completed in a timely manner and supervisor is kept informed of work issues, alterations and status.