Interim Rating Clause Samples

Interim Rating. A written appraisal of an employee’s performance conducted before the end of the appraisal period. Interim ratings are required for situations such as changes in supervisors, promotions, significant changes in responsibilities, and details and temporary promotions of 90 or more days. Interim ratings must be based on expectations formally communicated in a performance plan.

Interim Rating. An interim supervisor shall prepare an interim rating of performance for employees detailed ninety (90) calendar days or more. An interim rating is a written appraisal of an employee’s performance conducted before the end of the appraisal period. Interim ratings must be based on expectations communicated in a performance plan provided to the employee within fifteen (15) calendar days of starting the detail. An employee will have up to fourteen (14) calendar days after the completion of the detail period to submit written comments to the rating official to be considered for an interim rating. The interim rating must be formally documents on Form AD-435. The Employer will provide the employee (and the supervisor of record) with a copy of the completed Form AD-435 within thirty (30) calendar days after the completion of the detail.

Interim Rating. A written rating prepared as input to the rating of record by the former supervisor when a change of supervisor occurs during the appraisal period. An employee must have completed the minimum period of performance to receive an interim rating.

Interim Rating. An appraisal which is completed when an employee has served on a performance plan for at least 90 days and a detail is terminated, the supervisor changes, or the employee is leaving one permanent position for another.

Interim Rating. A summary rating and written justification (or narrative) issued under specific, limited circumstances (e.g. Details, etc.) prior to the end of the appraisal period to an employee who has been under a performance plan for at least ninety (90) calendar days. An interim rating may occur more than once during a rating period but is not the rating of record.

Interim Rating. Interim ratings are prepared during the course of a rating period 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 rating period. These ratings must be completed within 30 days of the change of position and are prepared in the same manner as a summary rating. The interim rating is not a rating of record, but is factored into the final summary level assigned the employee at the end of the rating cycle. 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 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 or more critical elements, has an opportunity to demonstrate performance at Level 3. 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 Improvement Plans (PIP) Is a plan to afford an employee the opportunity to demonstrate an acceptable level of performance. It is developed by the employee’s supervisor with specific guidance provided by the servicing human resource office. PIPs are required for employees at any point in the appraisal cycle when performance becomes level 1 in one or more critical elements. If the employee’s performance does not improve to an acceptable level during the opportunity period, action will be initiated to reduce in grade, reassign, or remove the employee. Performance Levels – The generic performance standards (GPS) and supplemental performance standards are used to assign an element rating in the Department of Commerce. The summary rating is determined by using the summary derivation method in Section 11 of this Article. Level 3 is performance that meets the acceptable level of performance for the NWS’s Five Level Performance Management System. Level 5 – This is a level of rare, high-quality performance. The quality and quantity of Level 4 – This is a level of unusually good performance. The quantity and quality of work under this element are consistently above average. Work products rarely require even minor revision. Thoroughness and accuracy of work are reliable. The knowledge and skill the employee applies to this element are clearly above average, demonstrat...