New Mission Statements/Critical Element Standards
01/08/2009
Concerned about the New Mission Statements/Critical Element Standards? The Agreement has you covered!
Article 7, Section 9 is very important when it comes to things that are out of our hands as employees when it comes time for our evaluations. Many employees feel that there are so many variables that would make the mission statement impossible.. However, if you read and become familiar with this section and document these hours and issues throughout the year and include this article, section and the report to the supervisor prior to your draft evaluation, it protects you on these issues. Please read through this and use the information in this section. If you have any questions about this or any other part of the agreement, please contact a steward.
Section 9 Assessing Performance
A. Management has determined, appraisals will be made in a fair
and objective manner and will reflect actual performance against
established written standards, without any predetermined distribution of
expected levels of performance. Consideration should be given to the
priorities of work assignments, unforeseen obstacles, significant changes in
the work and workload, other job-related factors, and mitigating
circumstances.
B. Only time spent performing work related to an employee’s
elements and standards will be considered in evaluating performance.
Authorized time spent away from an employee's normal job responsibilities
will not be considered as a negative factor when evaluating an employee’s
performance (e.g. EEO Counselors and NTEU representatives). For
example, if an employee has spent 30 percent of a work period on
approved leave (annual, sick or LWOP) or on official time performing Union
duties, this fact will be considered in the application of expected
performance standards. If any employee is performing such authorized
activities, collateral duties, or NTEU representational functions that result in
interruptions of normal work, such factors will be taken into account when
evaluating the employee.
C. Appraisals must contain a written narrative, as well as a rating for
all critical elements. The supervisor will develop a narrative. The narrative
will be a general summary of the employee's accomplishments during the
appraisal period that accurately reflect the employee’s performance in
relation to the elements and standards.
D. Before the supervisor prepares the evaluation, the employee
shall be provided the opportunity to submit a report of their
accomplishments, or other input, which will be considered by the supervisor
during development of the evaluation.
E. The supervisor will discuss the draft performance appraisal with
the employee and will give the employee five (5) work days to present
information. The supervisor will take the information into consideration prior
to finalizing the appraisal and sending it to the next level supervisor.
Section 9 Assessing Performance
A. Management has determined, appraisals will be made in a fair
and objective manner and will reflect actual performance against
established written standards, without any predetermined distribution of
expected levels of performance. Consideration should be given to the
priorities of work assignments, unforeseen obstacles, significant changes in
the work and workload, other job-related factors, and mitigating
circumstances.
B. Only time spent performing work related to an employee’s
elements and standards will be considered in evaluating performance.
Authorized time spent away from an employee's normal job responsibilities
will not be considered as a negative factor when evaluating an employee’s
performance (e.g. EEO Counselors and NTEU representatives). For
example, if an employee has spent 30 percent of a work period on
approved leave (annual, sick or LWOP) or on official time performing Union
duties, this fact will be considered in the application of expected
performance standards. If any employee is performing such authorized
activities, collateral duties, or NTEU representational functions that result in
interruptions of normal work, such factors will be taken into account when
evaluating the employee.
C. Appraisals must contain a written narrative, as well as a rating for
all critical elements. The supervisor will develop a narrative. The narrative
will be a general summary of the employee's accomplishments during the
appraisal period that accurately reflect the employee’s performance in
relation to the elements and standards.
D. Before the supervisor prepares the evaluation, the employee
shall be provided the opportunity to submit a report of their
accomplishments, or other input, which will be considered by the supervisor
during development of the evaluation.
E. The supervisor will discuss the draft performance appraisal with
the employee and will give the employee five (5) work days to present
information. The supervisor will take the information into consideration prior
to finalizing the appraisal and sending it to the next level supervisor.