10.07.2015 Views

collective bargaining agreement contract between - Bureau of Indian ...

collective bargaining agreement contract between - Bureau of Indian ...

collective bargaining agreement contract between - Bureau of Indian ...

SHOW MORE
SHOW LESS

You also want an ePaper? Increase the reach of your titles

YUMPU automatically turns print PDFs into web optimized ePapers that Google loves.

Article 21Performance Standards and EvaluationApplies to both Title 5 and Contract Education EmployeesSection 1. GeneralManagement’s performance management and appraisal system shall comply with the requirements anddefinitions <strong>of</strong> 5 USC Chapter 43; regulations <strong>of</strong> the Department <strong>of</strong> the Interior; and, the provisions <strong>of</strong>this <strong>collective</strong> <strong>bargaining</strong> <strong>agreement</strong>. Any future changes in the regulations may require additionalnegotiations.Section 2. Performance PlanThe performance plan for each employee will be developed in accordance with regulations <strong>of</strong> theDepartment <strong>of</strong> the Interior (DOI). At the beginning <strong>of</strong> each rating period, the rating <strong>of</strong>ficial is requiredto provide an opportunity for employee input. The final decision regarding critical elements andstandards always rests with the management <strong>of</strong>ficial. The performance plan will include no less thanone critical element and no more than five critical elements. These critical elements and the associatedperformance standards should be strategically linked, results focused, measurable, understandable,verifiable, equitable, achievable, and provide for meaningful distinctions <strong>between</strong> levels <strong>of</strong> performance.Section 3. Monitoring/Progress ReviewsDuring the rating period, the rating <strong>of</strong>ficial will conduct at least one formal progress review atapproximately mid-way through the rating cycle. While only one progress review is required, additionalmeetings may be requested to discuss the employee’s performance. It is <strong>of</strong> paramount importance toestablish frequent and meaningful progress review sessions <strong>between</strong> the employee and the rating<strong>of</strong>ficial. When inadequate or marginal performance predates any performance review by a rating<strong>of</strong>ficial and that performance issue may result in a subsequent action being taken by that <strong>of</strong>ficial (such asa performance improvement plan, proposed removal, or <strong>contract</strong> non-renewal), the rating <strong>of</strong>ficial willadvise the employee <strong>of</strong> the noted deficiencies that he/she is aware <strong>of</strong> at that point in time.Section 4. RatingA. To be eligible for a rating <strong>of</strong> record, an employee must be under established standards for aminimum <strong>of</strong> ninety (90) calendar days. Management shall evaluate and appraise employeesunder their supervision in accordance with the following:(1) Rating <strong>of</strong>ficials should compile performance data from various sources to include theemployee’s account <strong>of</strong> his/her accomplishments, customer feedback, and otherdocumentation. Rating <strong>of</strong>ficials may use the Supplemental Employee Performance73

Hooray! Your file is uploaded and ready to be published.

Saved successfully!

Ooh no, something went wrong!