Common use of Progress Reviews Clause in Contracts

Progress Reviews. In addition to the annual performance appraisal, the supervisor will have at least one formal feedback discussion (progress review) with the employee, usually by mid-year. Usually this discussion will be held between the supervisor and the employee. There may be circumstances for a supervisory team leader to participate in a meeting regarding an employee’s performance. Frequent informal reviews of performance throughout the appraisal period may be requested by the employee or conducted by the supervisor. The progress review(s) should be open, candid, and aimed at improving work products, and provide an opportunity for feedback regarding accomplishments and individual developments. At the employee's request, progress reviews will be captured in writing. The performance appraisal period will begin on October 1st, and end on September 30th. The mid-year performance review will usually occur during the month of April. A. Supervisors are encouraged to provide performance feedback to employees on a quarterly basis throughout the rating cycle. Employees are encouraged to seek feedback at anytime during the performance year. B. The process of monitoring performance is ongoing. Therefore, the Employer will counsel employees in relation to their overall performance rating on an as needed basis. Such counseling will normally take place when a supervisor notices a decrease in performance and include advice or recommendations on better communicating job requirements, identifying and providing supplemental training (classroom and on-the job), and providing additional coaching, monitoring, mentoring, and other developmental activities, as appropriate, to help improve employee performance until the employee shows improvement. Special emphasis should be given to those cases when an employee's performance indicates a decrease in the overall rating. C. Progress reviews shall be scheduled at least one week or more in advance (or as otherwise agreed upon), in order to allow the employee to provide advance input at the option of the employee. If, during or after the mid-year progress review, an employee is in disagreement with the review or feels the supervisor has failed to note accomplishments, such will be discussed with the supervisor during or after the progress review meeting. D. Progress reviews shall be conducted in a manner that protects the privacy and dignity of the employee. With the supervisor's permission, the employee may request that a Union representative be present at a progress review. If a Union representative is present the supervisor reserves the right to have another management official or HR representative present. E. If performance related information may adversely affect the employee's rating, the employee will be made aware of the information at least seven (7) calendar prior to the review in order to facilitate his or her ability to respond and correct inaccurate information. The sources of such information will be annotated in the performance evaluation. Supervisors will not withhold pertinent and objective information necessary to appraisal of the employee’s performance. In the interest of full and fair communication, supervisors will communicate areas of improvement, performance issues and other potential negative feedback as soon as practicable. F. The Agency will grant employees a reasonable amount of duty time to make written comments concerning any disagreement with a progress review. Such comments will be attached to and retained with the written review. The supervisor will determine the appropriate time for the employee to prepare the written response based on workload demands. Normally, this time will be scheduled no later than three (3) work days after the receipt of the request for duty time. G. Progress reviews are not considered ratings of record and therefore are not grievable in and of themselves; however, they may be challenged in the context of a grievance over an assigned rating of record. H. When a review of an employee's work performance is made by a supervisor above the employee's immediate (or first line) supervisor and that review produces negative feedback with respect to that employee's performance, the procedural requirements set forth in paragraph "F" of this section will apply. Wherever possible, the employee will be given the opportunity to meet and/or discuss the matter with the higher-level supervisor who provided the performance-related comments.

Progress Reviews. In addition to the annual performance appraisal, the supervisor will have at least one formal feedback discussion (progress review) with the employee, usually by mid-year. Usually this discussion will be held between the supervisor and the employee. There may be circumstances for a supervisory team leader to participate in a meeting regarding an employee’s performance. Frequent informal reviews of performance throughout the appraisal period may be requested by the employee or conducted by the supervisor. The progress review(s) should be open, candid, and aimed at improving work products, and provide an opportunity for feedback regarding accomplishments and individual developments. At the employee's request, progress reviews will be captured in writing. The performance appraisal period will begin on October 1st, and end on September 30th. The mid-mid- year performance review will usually occur during the month of April. A. Supervisors are encouraged to provide performance feedback to employees on a quarterly basis throughout the rating cycle. Employees are encouraged to seek feedback at anytime during the performance year. B. The process of monitoring performance is ongoing. Therefore, the Employer will counsel employees in relation to their overall performance rating on an as needed basis. Such counseling will normally take place when a supervisor notices a decrease in performance and include advice or recommendations on better communicating job requirements, identifying and providing supplemental training (classroom and on-the job), and providing additional coaching, monitoring, mentoring, and other developmental activities, as appropriate, to help improve employee performance until the employee shows improvement. Special emphasis should be given to those cases when an employee's performance indicates a decrease in the overall rating. C. Progress reviews shall be scheduled at least one week or more in advance (or as otherwise agreed upon), in order to allow the employee to provide advance input at the option of the employee. If, during or after the mid-year progress review, an employee is in disagreement with the review or feels the supervisor has failed to note accomplishments, such will be discussed with the supervisor during or after the progress review meeting. D. Progress reviews shall be conducted in a manner that protects the privacy and dignity of the employee. With the supervisor's permission, the employee may request that a Union representative be present at a progress review. If a Union representative is present the supervisor reserves the right to have another management official or HR representative present. E. If performance related information may adversely affect the employee's rating, the employee will be made aware of the information at least seven (7) calendar prior to the review in order to facilitate his or her ability to respond and correct inaccurate information. The sources of such information will be annotated in the performance evaluation. Supervisors will not withhold pertinent and objective information necessary to appraisal of the employee’s performance. In the interest of full and fair communication, supervisors will communicate areas of improvement, performance issues and other potential negative feedback as soon as practicable. F. The Agency will grant employees a reasonable amount of duty time to make written comments concerning any disagreement with a progress review. Such comments will be attached to and retained with the written review. The supervisor will determine the appropriate time for the employee to prepare the written response based on workload demands. Normally, this time will be scheduled no later than three (3) work days after the receipt of the request for duty time. G. Progress reviews are not considered ratings of record and therefore are not grievable in and of themselves; however, they may be challenged in the context of a grievance over an assigned rating of record. H. When a review of an employee's work performance is made by a supervisor above the employee's immediate (or first line) supervisor and that review produces negative feedback with respect to that employee's performance, the procedural requirements set forth in paragraph "F" of this section will apply. Wherever possible, the employee will be given the opportunity to meet and/or discuss the matter with the higher-level supervisor who provided the performance-performance- related comments.

Progress Reviews. In addition to the annual performance appraisal, the supervisor will have at least one formal feedback A progress review is a discussion (progress review) with the employee, usually by mid-year. Usually this discussion will be held between the supervisor rating official and the employee. There may be circumstances for a supervisory team leader Employee to participate review the employees progress toward achieving performance elements, to make any necessary revisions in a meeting regarding an employee’s performance. Frequent informal reviews of performance throughout the appraisal period may be requested by the employee or conducted by the supervisor. The progress review(s) should be open, candidelements, and aimed at improving work products, and provide an opportunity for feedback regarding accomplishments and individual developments. to consider any developmental needs or performance improvement required. a. At the employee's request, least two progress reviews will be captured in writingconducted during the rating period on the Air Force Form AF860b. At the Employees request the rating official will provide the employees an opportunity to discuss their performance. There is no mandatory timing for the two (2) Progress reviews should be spaced during the rating period so the rating official and employee have a clear and ongoing understanding of the Employees progress, any assistance needed, and/or any changes that should be made to the performance plan. The rating official will also conduct progress reviews with Employees at any time during the rating year if the Employee is not achieving performance standards Progress review information will be considered in determining the annual appraisal. b. While not required, the rating official is encouraged to document Employee accomplishments as a way of recognizing the Employees efforts and recording information that can be used in preparing the Employees summary rating at the end of the rating period. Such documentation should include an assessment of the way in which the Employee achieved his/her performance elements, for example, always met deadlines, work is consistently complete and accurate, goes above and beyond, exceeded expectations, etc. c. At any time during the appraisal period will begin on October 1st, and end on September 30th. The mid-year that an Employees performance review will usually occur during the month of April. A. Supervisors are encouraged to provide becomes unacceptable in one or more Performance Elements performance feedback to employees on a quarterly basis throughout element the rating cycleofficial must notify the Employee immediately. Employees are encouraged to seek feedback at anytime during Documentation is required on the performance year. B. The process of monitoring performance plan and the rating official must prepare a separate narrative which describes how the Employee is ongoing. Therefore, failing in the Employer will counsel employees in relation to their overall performance rating on an as needed basis. Such counseling will normally take place when a supervisor notices a decrease in performance and include advice or recommendations on better communicating job requirements, identifying and providing supplemental training (classroom and on-the job), and providing additional coaching, monitoring, mentoring, and other developmental activities, as appropriate, to help improve employee performance until how the employee shows improvement. Special emphasis should be given to those cases when an employee's performance indicates a decrease in the overall rating. C. Progress reviews shall be scheduled at least one week or more in advance (or as otherwise agreed upon), must improve in order to allow achieve the performance standards The rating official must give a copy of the narrative to the Employee, keep a copy, and provide assistance to the employee to provide advance input at the option of the employeein achieving performance standards. If, during or after the mid-year progress review, an employee is in disagreement with the review or feels the supervisor The Employer has failed to note accomplishments, such will be discussed with the supervisor during or after the progress review meeting. D. Progress reviews shall be conducted in a manner that protects the privacy and dignity of the employee. With the supervisor's permission, the employee may request that a Union representative be present at a progress review. If a Union representative is present the supervisor reserves the right to have another management official or HR representative present. E. If place the Employee under a formal performance related information may adversely affect the employee's ratingimprovement plan (PIP) in accordance with Article 25, the employee will be made aware of the information Actions Based on Unacceptable Performance, at least seven (7) calendar prior to the review in order to facilitate his or her ability to respond and correct inaccurate information. The sources of such information will be annotated in the performance evaluation. Supervisors will not withhold pertinent and objective information necessary to appraisal of the employee’s performance. In the interest of full and fair communication, supervisors will communicate areas of improvement, performance issues and other potential negative feedback as soon as practicable. F. The Agency will grant employees a reasonable amount of duty time to make written comments concerning any disagreement with a progress review. Such comments will be attached to and retained with the written review. The supervisor will determine the appropriate time for the employee to prepare the written response based on workload demands. Normally, this time will be scheduled no later than three (3) work days after the receipt of the request for duty time. G. Progress reviews are not considered ratings of record and therefore are not grievable in and of themselves; however, they may be challenged in the context of a grievance over an assigned rating of record. H. When a review of an employee's work performance is made by a supervisor above the employee's immediate (or first line) supervisor and that review produces negative feedback with respect to that employee's performance, the procedural requirements set forth in paragraph "F" of this section will apply. Wherever possible, the employee will be given the opportunity to meet and/or discuss the matter with the higher-level supervisor who provided the performance-related comments.

Progress Reviews. In addition to the annual performance appraisal, the supervisor will have at least one formal feedback A progress review is a discussion (progress review) with the employee, usually by mid-year. Usually this discussion will be held between the supervisor rating official and the employee. There may be circumstances for a supervisory team leader Employee to participate review the employees progress toward achieving performance elements, to make any necessary revisions in a meeting regarding an employee’s performance. Frequent informal reviews of performance throughout the appraisal period may be requested by the employee or conducted by the supervisor. The progress review(s) should be open, candidelements, and aimed at improving work products, and provide an opportunity for feedback regarding accomplishments and individual developments. to consider any developmental needs or performance improvement required. a. At the employee's request, least two progress reviews will be captured in writingconducted during the rating period on the Air Force Form AF860b. At the Employees request the rating official will provide the employees an opportunity to discuss their performance. There is no mandatory timing for the two (2) Progress reviews should be spaced during the rating period so the rating official and employee have a clear and ongoing understanding of the Employees progress, any assistance needed, and/or any changes that should be made to the performance plan. The rating official will also conduct progress reviews with Employees at any time during the rating year if the Employee is not achieving performance standards Progress review information will be considered in determining the annual appraisal. b. While not required, the rating official is encouraged to document Employee accomplishments as a way of recognizing the Employees efforts and recording information that can be used in preparing the Employees summary rating at the end of the rating period. Such documentation should include an assessment of the way in which the Employee achieved his/her performance elements, for example, always met deadlines, work is consistently complete and accurate, goes above and beyond, exceeded expectations, etc. c. At any time during the appraisal period will begin on October 1st, and end on September 30th. The mid-year that an Employees performance review will usually occur during the month of April. A. Supervisors are encouraged to provide becomes unacceptable in one or more Performance Elements performance feedback to employees on a quarterly basis throughout element the rating cycleofficial must notify the Employee immediately. Employees are encouraged to seek feedback at anytime during Documentation is required on the performance year. B. The process of monitoring performance plan and the rating official must prepare a separate narrative which describes how the Employee is ongoing. Therefore, failing in the Employer will counsel employees in relation to their overall performance rating on an as needed basis. Such counseling will normally take place when a supervisor notices a decrease in performance and include advice or recommendations on better communicating job requirements, identifying and providing supplemental training (classroom and on-the job), and providing additional coaching, monitoring, mentoring, and other developmental activities, as appropriate, to help improve employee performance until how the employee shows improvement. Special emphasis should be given to those cases when an employee's performance indicates a decrease in the overall rating. C. Progress reviews shall be scheduled at least one week or more in advance (or as otherwise agreed upon), must improve in order to allow achieve the performance standards The rating official must give a copy of the narrative to the Employee, keep a copy, and provide assistance to the employee to provide advance input at the option of the employeein achieving performance standards. If, during or after the mid-year progress review, an employee is in disagreement with the review or feels the supervisor The Employer has failed to note accomplishments, such will be discussed with the supervisor during or after the progress review meeting. D. Progress reviews shall be conducted in a manner that protects the privacy and dignity of the employee. With the supervisor's permission, the employee may request that a Union representative be present at a progress review. If a Union representative is present the supervisor reserves the right to have another management official or HR representative present. E. If place the Employee under a formal performance related information may adversely affect the employee's rating, the employee will be made aware of the information improvement plan (PIP) in accordance with Article 22 Actions Based on Unacceptable Performance at least seven (7) calendar prior to the review in order to facilitate his or her ability to respond and correct inaccurate information. The sources of such information will be annotated in the performance evaluation. Supervisors will not withhold pertinent and objective information necessary to appraisal of the employee’s performance. In the interest of full and fair communication, supervisors will communicate areas of improvement, performance issues and other potential negative feedback as soon as practicable. F. The Agency will grant employees a reasonable amount of duty time to make written comments concerning any disagreement with a progress review. Such comments will be attached to and retained with the written review. The supervisor will determine the appropriate time for the employee to prepare the written response based on workload demands. Normally, this time will be scheduled no later than three (3) work days after the receipt of the request for duty time. G. Progress reviews are not considered ratings of record and therefore are not grievable in and of themselves; however, they may be challenged in the context of a grievance over an assigned rating of record. H. When a review of an employee's work performance is made by a supervisor above the employee's immediate (or first line) supervisor and that review produces negative feedback with respect to that employee's performance, the procedural requirements set forth in paragraph "F" of this section will apply. Wherever possible, the employee will be given the opportunity to meet and/or discuss the matter with the higher-level supervisor who provided the performance-related comments.

Progress Reviews. In addition 1. The rating official shall provide communication regarding the employee's achievement of goals and objectives throughout the rating period. Formal face to face conversations are one way this communication can occur. Communication may include such things as comments on written products the annual performance appraisalemployee has submitted, the supervisor will have at least one formal e-mail comments regarding assignments, suggestions concerning better ways of conducting business, etc. Such feedback discussion (progress review) coupled with the employee, usually by mid-year. Usually this regular mid- year progress review discussion will be held between sufficient for most employees to understand expectations and measure progress toward meeting these expectations. However, if performance is below the supervisor fully successful level, additional steps, including written documentation and the employee. There may be circumstances for a supervisory team leader to participate in a meeting regarding an employee’s performance. Frequent informal reviews of performance throughout the appraisal period may be requested by the employee or conducted by the supervisor. The progress review(s) meetings, should be open, candid, and aimed at improving work products, and taken to provide an opportunity for feedback regarding accomplishments and individual developments. At the employee's request, progress reviews will be captured in writing. The performance appraisal period will begin on October 1st, and end on September 30th. The mid-year performance review will usually occur during the month of Aprilfeedback. A. Supervisors are encouraged to provide performance feedback to employees on a quarterly basis throughout the rating cycle2. Employees are encouraged to seek feedback at anytime during the performance year. B. The process of monitoring performance is ongoing. ThereforeHowever, when the supervisor notices performance at lower than a fully successful level, the Employer will counsel employees in relation to their overall performance rating on an as needed basis. Such counseling will normally take place when a supervisor notices a decrease in performance and include advice or recommendations on better communicating job requirements, identifying and providing supplemental training (classroom and on-the job)training, and providing additional coaching, monitoring, mentoring, and other developmental activities, as appropriate, to help improve employee performance until the employee shows improvement. 3. Special emphasis The supervisor of the employee may initiate discussions to provide feedback concerning performance. Each discussion should be given candid and forthright and aimed at identifying performance strengths and weakness; barriers to those cases when an employee's performance indicates a decrease in the overall ratingsuccess; methods for improving performance; training needed; etc. C. Progress reviews 4. The rating official shall be scheduled conduct at least one week or more (1) documented progress review discussion in advance (or as otherwise agreed upon), in order to allow person between the employee to provide advance input at the option establishment of the employeeperformance and the end of the rating period (generally mid- year). IfDuring any progress review, during the rating official and employee may discuss the:  Employee's accomplishments;  Performance standards remaining to be accomplished and any barriers that may impede their accomplishment;  Revisions to the plan which may reflect changes in work assignments or after program initiatives, deficiencies in performance and required improvements; and  Training and developmental needs. 5. During the mid-year progress reviewreview discussion, an employee is in disagreement with the review or feels the supervisor has failed to note accomplishments, such will may identify aspects or factors within each element or performance measures that the employee should focus improvements efforts on during the remaining time in the rating period. These aspects may be discussed marked on the form for emphasis or identification purposes. 6. A written narrative is not required in connection with the supervisor during or after the progress review meeting. D. Progress reviews shall unless performance is less than Achieve Expected Results. However, where performance has declined, the supervisor will provide written feedback when requested. If a written narrative is prepared, a copy will be conducted in a manner that protects the privacy and dignity of furnished to the employee. With the supervisor's permission, the employee may request that a Union representative be present at a progress review. If a Union representative is present the The supervisor reserves the right to have another management official or HR representative present. E. If performance related information may adversely affect the employee's rating, and the employee will be made aware sign and retain a copy of the information at least seven (7) calendar prior to the progress review in order to facilitate his or her ability to respond and correct inaccurate informationdocumentation. The sources of such information will be annotated in the performance evaluation. Supervisors will not withhold pertinent and objective information necessary to appraisal of the employee’s performance. In the interest of full and fair communication, supervisors will communicate areas of improvement, performance issues and other potential negative feedback as soon as practicable. F. The Agency will grant employees a reasonable amount of duty time to make written comments concerning any disagreement with a progress review. Such comments will be attached to and retained with the written review. The supervisor will determine the appropriate time for If the employee declines to prepare sign and date the written response based on workload demands. Normally, this time will be scheduled no later than three (3) work days after the receipt of the request for duty time. G. Progress reviews are not considered ratings of record and therefore are not grievable in and of themselves; however, they may be challenged in the context of a grievance over an assigned rating of record. H. When a review of an employee's work performance is made by a supervisor above the employee's immediate (or first line) supervisor and that review produces negative feedback with respect to that employee's performanceform, the procedural requirements set forth in paragraph "F" of this section will apply. Wherever possible, supervisor shall note that the employee will be declined to sign, citing the date the employee was given the opportunity to meet and/or discuss the matter with the higher-level supervisor who provided the performance-related commentsa copy.