Final Rating. a. At the end of each appraisal period, an employee shall receive a summary rating of outstanding, superior, fully successful, marginal, or unacceptable. For an employee to obtain a summary rating of fully successful, the employee must achieve a rating of at least “meets fully successful” on all elements. b. Employee performance ratings shall be based solely on individual merit, and not limited by any artificial quota system in any office or division or in the Agency at large. Since no summary rating level requires recognition by awards, the final rating of employees is not contingent upon the availability of awards. The Agency shall ensure that supervisors are aware of the proper application and operation of the Agency’s employee rating system in order to ensure that uniform rating policies are applied uniformly throughout the Agency. c. Supervisors shall discuss final ratings with employees. The final rating shall be reflected in a written performance appraisal and shall be given to the employee as soon as possible after the end of the rating period, but not more than 30 days thereafter. This time limit may be extended to allow an employee to comment upon, discuss, or provide additional information with respect to the rating. Additionally, this time limit does not apply to: i. an employee who has not yet completed a performance improvement plan; ii. a new employee who has not yet met the minimum time period for a rating; or iii. an employee who has been reassigned or promoted to a new position, but has not yet met the minimum time period for a rating. d. An employee who wishes to challenge or appeal a final rating may do so by following the grievance procedures set forth in the Grievances and Arbitration Article of this Agreement.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement