ࡱ> #` Nbjbj *N>>>>*>,`Qb@b@b@b@b@=A=A=APPPPPPP$Rh~TQ=A=A=A=A=AQb@b@QsBsBsB=A"b@b@PsB=APsBsBsBb@V@ `_fhd>_AjsBBL0Q0`QsBUAUsBUsB =A=AsB=A=A=A=A=AQQiB =A=A=A`Q=A=A=A=Ad9>> Performance Evaluation ProgramAdministrative, Operational, Institutional Services UnitsANNUAL PERFORMANCEAnd Division of Military and Naval Affairs UnitsEVALUATION FORMINSTRUCTIONS TO SUPERVISORSAT THE START OF THEAT THE MIDPOINT OF THEAT THE END OF THEEVALUATION PERIODEVALUATION PERIODEVALUATION PERIODComplete Sections 1 and 2AComplete Section 3Complete Sections 2B, 4, 5 and 6SECTION 1 EMPLOYEE IDENTIFICATIONEnter the following information.Employees NameAgency/FacilityDivision/SectionTitleSalary GradeItem NumberEvaluation Period From:To:Employees Negotiating Unit:Administrative ServicesInstitutional ServicesOperational ServicesDMNASECTION 2A PERFORMANCE PROGRAMSECTION 2B PERFORMANCE APPRAISALList the important tasks of the job and briefly describeDescribe the employees performance in accomplishing how you expect each to be performed. Yourthe tasks specified in Section 2A. Explain how the expectations should be expressed in terms of qualityemployees performance met, exceeded or failed to meet and/or quantity where possible.your expectations.1.1.2.2.3.3.4.4.5.5.I received a copy of this performance program on .(Date)Employee:(Initials)(Attach additional sheets, if necessary)SECTION 3 SIX-MONTH RECERTIFICATION (OPTIONAL)We met within one month before or after the approximate midpoint of the rating period to discuss the employees performance, and to reaffirm or revise the performance program (if revised, changes have been reviewed and approved, and revisions are attached). If a rating were assigned today based upon service to date, I would propose that it be SatisfactoryUnsatisfactory (check one). This is not a rating; therefore, it is not appealable.Supervisor(Signature)(Date)Employee(Signature)(Date)SECTION 4 SUPERVISORS COMMENTSComment on other aspects of the employees performance (such as skills, behaviors, personal characteristics and time and attendance patterns) which have affected the employees performance or the performance of other employees. Suggest ways in which performance can be improved.Prepared by(Print or Type Name)(Signature)(Date)SECTION 5 PERFORMANCE RATINGCheck the rating that best summarizes the employees performance. A rating of Unsatisfactory must be supported by specific explanation and justification.SATISFACTORY: This is a broad category that covers a wide range of employees, all of whom are performingacceptably. It is the expected and usual level of performance. The employee generally meets performance expectations as specified in the performance program for all tasks and performs in good, competent manner. This is the level that can minimally be expected from an employee in order for the work unit to function effectively. The employees performance may also be characterized as meeting minimal performance expectations for the job yet there may be areas of performance that should be improved. The employee may meet performance expectations for certain tasks or assignments, but some assignments may require extra follow-up and direction by the supervisor. It is only when the employees performance clearly shows that it is below the expected performance level that a rating other than Satisfactory should be considered.Note: Because this rating covers a wide range of performance, supervisors may want to consider the length of time the employee has been in the job as appropriate (i.e., employees in the same job title may be performing satisfactorily but at different levels due to length of time and/or experience on the job).UNSATISFACTORY: The employee clearly does not meet performance expectations for one or more tasks, not even at a minimally acceptable level. The employee requires significant extra direction, or the supervisor finds it necessary to avoid assigning normal tasks to the employee. The employee cannot be relied upon to carry out critical assignments in a timely and effective fashion. There is a need for immediate and significant improvement in performance. Appeal Rights: Only ratings of UNSATISFACTORY are appealable. Disputes concerning issues such as an employees performance program, and the rating and appeals process are not subject to appeal. Employees must file an appeal within 15 calendar days of the receipt of an UNSATISFACTORY rating. Appeals forms and procedural information are available from your personnel office. Employees have the right to a personal appearance and to CSEA-designated representation before the Appeals Board.SECTION 6 REVIEW AND APPROVALThe employees rating is not final until it is reviewed and approved.Approved by (Print or Type Name)(Signature)(Date)SECTION 7 EMPLOYEE COMMENTSI met with my supervisor on to discuss my work performance. I have read this evaluation and discussed it with my supervisor. 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