Coverage and Functions Sample Clauses

Coverage and Functions a. The performance management system will: 1. Apply to all bargaining unit employees. 2. Be fair, equitable, reasonable, and related to the employee's Position Description (PD) and actual duties assigned. 3. Provide for periodic appraisals of job performance of employees to achieve accountability at all levels; 4. Encourage and/or involve employee participation in establishing performance standards including the performance planning process that develops critical elements and standards tailored to the individual employee's role in accomplishing actual job performance which addresses the Agency's goals; 5. Assess employee contributions to the achievement of Agency requirements, goals, and priorities; 6. Strengthen communication between employees and supervisors; 7. Communicate and integrate Agency goals, priorities and strategies to all levels of employees; and 8. Use the results of performance appraisals as a basis for training, rewarding, reassigning, promoting, reducing in grade, retaining, and removing employees. b. The performance management system will not: 1. Be used as a disciplinary tool; 2. ▇▇▇▇▇▇ individual competition; 3. Be based on numerical goals and/or numerical performance levels not contained in the employee’s performance standards; 4. Be punitive, adversarial, or overly labor-intensive for meeting an acceptable level of performance; 5. Represent absolute performance standards except where they are crucial to the mission; 6. Be based on expectations or requirements that are unrealistic and unattainable by most employees working under normal conditions; or 7. Include conscious or unconscious bias or pre-conceived notions against certain employees and/or employee groups by the rating official in the development of appraisal standards, evaluation of their performance and/or the overall rating assigned employees.