Common use of Progress Reviews Clause in Contracts

Progress Reviews. Formal feedback for performance will be documented in writing and communicated to the employee. The purpose of this discussion/communication is to ensure there is a clear and common understanding between the employee and the rating official of how the employee is performing in relation to the expected duties and responsibilities and will include feedback on the employee's performance in relation to the criteria. Performance discussions will be held ina private venue and will normally be between the rating official and the employee. a. Employees will be, at a minimum, provided three (3) documented formal performance discussions per rating period. These required discussions will include the initial performance plan meeting, mid- point progress review, and the final performance appraisal discussion to communicate the rating of record... Employees serving a probationary period will receive two (2) progress reviews per HR Guidance. b. Mandatory progress reviews will normally occur during the middle of the rating cycle. This does not preclude additional progress reviews. c. Informal discussions are a standard part of supervision and should occur throughout the annual assessment period. Discussions may be initiated by the supervisor, rating official (if not the immediate supervisor) or employee. If the employee is requesting an informal performance discussion, it should be in writing or email. To the maximum extent possible, management will meet with the employee within seven (7) work days. d. Discussions should be professional, candid, and forthright between the supervisor or rating official and employee aimed at improving the work process or product and developing the employee. The discussion will provide the opportunity to assess accomplishments and progress as well as identify and resolve any problems in the employee's or work team's work product. e. Where indicated, the supervisor or rating official should provide additional guidance aimed at developing the employee, removing obstacles and improving the work product or outcome. Discussions will provide the employee the opportunity to seek further guidance and understanding of his/her work performance and offer suggestions for improving processes.

Progress Reviews. Formal feedback for performance will be documented in writing and communicated to the employee. The purpose of this discussion/communication is to ensure there is a clear and common understanding between the employee and the rating official of how the employee is performing in relation to the expected duties and responsibilities and will include feedback on the employee's performance in relation to the criteria. Performance discussions will be held ina private venue and will normally be between the rating official and the employee. a. Employees will be, at a minimum, provided three (3) documented formal performance discussions per rating period. These required discussions will include the initial performance plan meeting, mid- point progress review, and the final performance appraisal discussion to communicate the rating of record... Employees serving a probationary period will receive two (2) progress reviews per HR Guidance. b. Mandatory progress reviews will normally occur during the middle of the rating cycle. This does not preclude additional progress reviews. c. Informal discussions are a standard part of supervision and should occur throughout the annual assessment period. Discussions may be initiated by the supervisor, ,rating official (if not the immediate supervisor) or employee. If the employee is requesting an informal performance discussion, it should be in writing or email. To the maximum extent possible, management will meet with the employee within seven (7) work days. d. Discussions should be professional, candid, and forthright between the supervisor or rating official and employee aimed at improving the work process or product and developing the employee. The discussion will provide the opportunity to assess accomplishments and progress as well as identify and resolve any problems in the employee's or work team's work product. e. Where indicated, ,the supervisor or rating official should provide additional guidance aimed at developing the employee, removing obstacles and improving the work product or outcome. Discussions will provide the employee the opportunity to seek further guidance and understanding of his/her work performance and offer suggestions for improving processes.

Progress Reviews. Formal feedback for performance will be documented in writing and communicated to the employee. The purpose of this discussion/communication communi cation is to ensure there is a clear and common understanding between the employee and the rating official of how the employee is performing in relation to the expected duties and responsibilities and will include feedback on the employee's performance in relation to the criteria. Performance discussions will be held ina in a private venue and will normally be between the rating official and the employee. a. Employees will be, at a minimum, provided three (3) documented formal performance discussions per rating period. These required discussions will include the initial performance plan meeting, mid- point progress review, and the final performance appraisal discussion to communicate the rating of record... Employees serving a probationary period will receive two (2) progress reviews per HR Guidance. b. Mandatory progress reviews will normally occur during the middle of the rating cycle. This does not preclude additional progress reviews. c. Informal discussions are a standard part of supervision and should occur throughout the annual assessment period. Discussions may be initiated by the supervisor, ,rating official (if not the immediate supervisor) or employee. If the employee is requesting an informal performance discussion, it should be in writing or email. To the maximum extent possible, management will meet with the employee within seven (7) work days. d. Discussions should be professionalprofessiona l, candid, and forthright between the supervisor or rating official and employee aimed at improving the work process or product and developing the employee. The discussion will provide the opportunity to assess accomplishments and progress as well as identify and resolve any problems in the employee's or work team's work product. e. Where indicated, ,the supervisor or rating official should provide additional guidance aimed at developing the employee, removing obstacles and improving the work product or outcome. Discussions will provide the employee the opportunity to seek further guidance and understanding of his/her work performance and offer suggestions for improving processes.