Definitions for the General Workforce Performance Management System Sample Clauses

Definitions for the General Workforce Performance Management System. Acceptable Performance is performance that meets the acceptable level of performance for the Department’s 5-level rating scale. Agency (“The Employer”) is the U.S. Census Bureau. Appraisal is the act or process of evaluating the performance of an employee against the prescribed performance standard(s). Appraisal Cycle is a one (1) year period established by the Agency’s Performance Management System, where an employee’s performance will normally be reviewed. Approving Official is normally the supervisor who assigns, controls, and is responsible for the work of the rating official, usually the rating official’s immediate supervisor. However, operating units or departmental offices may designate a higher-level official in the management chain as the approving official, provided this designation does not conflict with any other provision of this document. The approving official is responsible for approving the final rating. Critical Element is a component of an employee’s position consisting of one (1) or more duties and responsibilities that contribute toward accomplishing the Agency’s organizational goals and objectives, which are of such importance that unacceptable performance on the element would result in unacceptable performance in the position. Generic Performance Standards are performance standards that can be applied to all employees covered by a 5-level Performance Management System. Interim Rating is a rating that should be prepared during the course of an appraisal cycle when an employee has spent the minimum appraisal period, of one hundred twenty (120) days in a covered position and then changes to another position. This may happen more than once during the appraisal cycle. Major Activity is a task, duty, or project that needs to be accomplished in support of a critical element. Minimum Appraisal Period is the minimum length of time an employee must perform under a performance plan prior to being appraised. The minimum appraisal period is one hundred twenty (120) days. Opportunity to Demonstrate Acceptable Performance is a reasonable time period within which an employee, whose performance has been determined to be at Level 1 in one (1) or more critical elements has an opportunity to demon- strate performance at a Level 2 or above. Performance is an employee’s accomplishment of assigned work as specified in the critical elements and as measured against the standards of the employee’s position. Performance Award is a one-time cash payment to reco...
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Definitions for the General Workforce Performance Management System. Agency (“The Employer”) is the U.S. Census Bureau, Department of Commerce. Appointing Authority is a Secretarial Officer or the head of a primary operating unit or an official so designated by the Secretary of Commerce. Appraisal is the act or process of evaluating the performance of an employee against the prescribed performance standard(s). Appraisal Cycle is a one-year period established by the Agency's Performance Management System, in which an employee's performance will normally be reviewed. Approving Official is normally the supervisor who assigns, controls, and is responsible for the work of the rating official, usually the rating official’s immediate supervisor. However, operating units or departmental offices may designate a higher level official in the management chain as the approving official provided this designation does not conflict with any other provision of this document. The approving official is responsible for approving the final rating. Critical Element is a component of an employee’s position consisting of one or more duties and responsibilities, which contributes toward accomplishing the Agency’s organizational goals and objectives as they relate to the actual work of individuals and which is of such importance that unacceptable performance on the element would result in unacceptable performance in the position. Acceptable Performance is performance that meets the acceptable level of performance for the Agency’s 5 level rating scale. Generic Performance Elements are performance elements which apply to a group of employees in an organization. Generic Performance Standards are performance standards that can be applied to all employees covered by a 5-level performance management system. (See Appendix A for more information) Interim Rating is a rating that should be prepared during the course of an appraisal cycle when an employee has spent the minimum appraisal period (120 days) in a covered position and then changes to another position. This may happen more than once during the appraisal cycle. Major Activity is a task, duty, or project which needs to be accomplished in support of a critical element. Performance is an employee's accomplishment of assigned work as specified in the critical elements and as measured against standards of the employee's position. Performance Award is a one-time cash payment to recognize the contributions of an employee and is based on the rating of record. A performance award does not increase base pay. P...
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Related to Definitions for the General Workforce Performance Management System

  • PERFORMANCE MANAGEMENT SYSTEM 5.1 The Employee agrees to participate in the performance management system that the Employer adopted for the employees of the Employer; 5.2 The Employee accepts that the purpose of the performance management system will be to provide a comprehensive system with specific performance standards to assist the employees and service providers to perform to the standards required; 5.3 The Employer must consult the Employee about the specific performance standards and targets that will be included in the performance management system applicable to the Employee; 5.4 The Employee undertakes to actively focus on the promotion and implementation of the key performance indicators (including special projects relevant to the employee’s responsibilities) within the local government framework; 5.5 The criteria upon which the performance of the Employee shall be assessed shall consist of two components, Operational Performance and Competencies both of which shall be contained in the Performance Agreement; 5.6 The Employee’s assessment will be based on his performance in terms of the outputs/outcomes (performance indicators) identified as per attached Performance Plan, which are linked to the KPAs, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee; 5.7 The Competencies will make up the other 20% of the Employee’s assessment score. The Competencies are spilt into two groups, leading competencies (indicated in blue on the graph below) that drive strategic intent and direction and core competencies (indicated in green on the graph below), which drive the execution of the leading competencies. Strategic direc on and leadership People management Program and project management Financial management Change leadership Governance leadersip Moral competence Planning and organising Analysis and innova on Knowledge and informa on management Communica on Results and quality focus

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