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

Folder (SEPF) for written descriptions of specific employee performance, positive andnegative, observed by the supervisor and related to the employee’s critical and requiredperformance results. Whenever the supervisor places such a description in the folder, theemployee must be informed that the entry is being made and must be given anopportunity to comment thereon. Nothing should be placed in SEPF without employeeseeing and initialing it.(2) The rating assigned will reflect the level of the employee’s performance as compared tothe standards established. If the employee does not have an opportunity to perform acritical element during the rating period, no rating will be assigned and the words “NotRated” should be written on the appraisal for that element. Where Managementauthorizes and approves the use of official time, pursuant to Article 3 for Unionrepresentation activities, such time will not be considered as a negative factor inevaluating the employee’s performance. Management will consider work-related factorsbeyond the control of the employee that may have impacted attainment of writtenelements and standards. The responsibility for bringing these to the supervisor’s attentionrests with the employee. When Management determines that training is required as theresult of the assignment of new tasks, such training will be provided.(3) Upon written request by the employee, documentation used in an employee appraisalshall be provided to the employee at the time of the appraisal by the supervisor. Theemployee has a right to review their SEPF upon written request.(4) A bargaining unit employee may request reconsideration of a negative summaryperformance rating issued by the immediate supervisor in accordance with current DOIpolicy as captured in the DOI Performance Appraisal Handbook www.doi.gov.(5) Management will not require employees to back date planning session records orperformance appraisals.B. The rating period for employees in the Bureau of Indian Education is from July 1 through June30. The rating period for all other employees is from October 1 through September 30.Section 5. Performance Improvement Plan (PIP)A. If at any time during the rating cycle the supervisor determines an employee’s performance isunsatisfactory in one or more critical elements, the employee must be placed on a written PIP toassist in improving the performance to at least the Minimally Successful level. A PIP includes:(1) Identification of the critical element(s) where the employee is working at theunsatisfactory level;(2) Clarification and greater specificity regarding performance expectations, if necessary;(3) Minimally Successful level of performance required;74