{"component": "clause", "props": {"groups": [{"samples": [{"hash": "hBvEiLH9a9C", "uri": "/contracts/hBvEiLH9a9C#performance-appraisal-system", "label": "Collective Bargaining Agreement", "score": 26.962141037, "published": true}, {"hash": "evIpwxi6fpZ", "uri": "/contracts/evIpwxi6fpZ#performance-appraisal-system", "label": "Collective Bargaining Agreement", "score": 26.962141037, "published": true}], "snippet_links": [{"key": "section-1", "type": "definition", "offset": [0, 9]}, {"key": "a-permanent-employee", "type": "clause", "offset": [111, 131]}, {"key": "mission-and-goals", "type": "clause", "offset": [199, 216]}, {"key": "employee-performance", "type": "clause", "offset": [323, 343]}, {"key": "strengths-and-weaknesses", "type": "clause", "offset": [370, 394]}, {"key": "unacceptable-performance", "type": "definition", "offset": [432, 456]}, {"key": "performance-evaluation-plan", "type": "definition", "offset": [503, 530]}, {"key": "the-plan", "type": "clause", "offset": [557, 565]}, {"key": "consist-of", "type": "clause", "offset": [571, 581]}, {"key": "critical-elements", "type": "definition", "offset": [582, 599]}, {"key": "in-accordance-with", "type": "clause", "offset": [705, 723]}, {"key": "by-the-employer", "type": "clause", "offset": [856, 871]}, {"key": "by-the-employee", "type": "clause", "offset": [889, 904]}, {"key": "if-an-employee", "type": "clause", "offset": [1054, 1068]}, {"key": "overall-rating", "type": "clause", "offset": [1132, 1146]}, {"key": "and-standards", "type": "clause", "offset": [1181, 1194]}, {"key": "related-to", "type": "clause", "offset": [1214, 1224]}, {"key": "position-description", "type": "clause", "offset": [1264, 1284]}, {"key": "pursuant-to", "type": "definition", "offset": [1286, 1297]}, {"key": "performance-standards", "type": "definition", "offset": [1347, 1368]}, {"key": "maximum-extent-feasible", "type": "definition", "offset": [1388, 1411]}, {"key": "evaluation-of-job-performance", "type": "clause", "offset": [1433, 1462]}, {"key": "basis-of", "type": "clause", "offset": [1470, 1478]}, {"key": "objective-criteria", "type": "definition", "offset": [1479, 1497]}, {"key": "the-job", "type": "clause", "offset": [1509, 1516]}, {"key": "the-performance", "type": "clause", "offset": [1565, 1580]}, {"key": "written-performance-appraisals", "type": "clause", "offset": [1599, 1629]}, {"key": "based-on", "type": "clause", "offset": [1638, 1646]}, {"key": "rating-period", "type": "clause", "offset": [1728, 1741]}, {"key": "for-the-employee", "type": "clause", "offset": [1742, 1758]}, {"key": "in-a-timely-manner", "type": "definition", "offset": [1837, 1855]}, {"key": "official-time", "type": "definition", "offset": [1977, 1990]}, {"key": "representational-functions", "type": "clause", "offset": [1995, 2021]}, {"key": "collateral-duties", "type": "clause", "offset": [2053, 2070]}, {"key": "lack-of", "type": "clause", "offset": [2072, 2079]}, {"key": "required-resources", "type": "definition", "offset": [2121, 2139]}, {"key": "take-into-account", "type": "definition", "offset": [2159, 2176]}, {"key": "prior-to", "type": "definition", "offset": [2262, 2270]}, {"key": "making-changes", "type": "clause", "offset": [2271, 2285]}, {"key": "performance-plans", "type": "clause", "offset": [2293, 2310]}, {"key": "the-union", "type": "clause", "offset": [2312, 2321]}, {"key": "calendar-days", "type": "clause", "offset": [2362, 2375]}, {"key": "proposed-plans", "type": "definition", "offset": [2394, 2408]}, {"key": "right-to-negotiate", "type": "definition", "offset": [2478, 2496]}, {"key": "to-employee", "type": "definition", "offset": [2510, 2521]}, {"key": "permitted-by-law", "type": "clause", "offset": [2544, 2560]}, {"key": "employee-will", "type": "clause", "offset": [2565, 2578]}, {"key": "responsible-for", "type": "clause", "offset": [2606, 2621]}, {"key": "changes-to-the", "type": "clause", "offset": [2626, 2640]}, {"key": "received-by", "type": "definition", "offset": [2711, 2722]}, {"key": "section-3", "type": "definition", "offset": [2737, 2746]}, {"key": "appraisal-period", "type": "definition", "offset": [2751, 2767]}, {"key": "section-4", "type": "definition", "offset": [2856, 2865]}, {"key": "within-thirty", "type": "clause", "offset": [2915, 2928]}, {"key": "beginning-of", "type": "clause", "offset": [2946, 2958]}, {"key": "new-plan", "type": "definition", "offset": [3087, 3095]}, {"key": "new-position", "type": "clause", "offset": [3104, 3116]}, {"key": "assignment-to", "type": "clause", "offset": [3148, 3161]}, {"key": "the-employer-and-the", "type": "clause", "offset": [3180, 3200]}, {"key": "sign-and-date", "type": "clause", "offset": [3215, 3228]}, {"key": "in-writing", "type": "clause", "offset": [3356, 3366]}, {"key": "tracking-systems", "type": "clause", "offset": [3387, 3403]}, {"key": "number-of", "type": "definition", "offset": [3465, 3474]}, {"key": "employee-has", "type": "clause", "offset": [3556, 3568]}, {"key": "access-to", "type": "definition", "offset": [3569, 3578]}, {"key": "provide-the", "type": "clause", "offset": [3634, 3645]}, {"key": "copies-of", "type": "definition", "offset": [3655, 3664]}, {"key": "section-5", "type": "definition", "offset": [3682, 3691]}, {"key": "will-be-given", "type": "clause", "offset": [3704, 3717]}, {"key": "progress-review", "type": "definition", "offset": [3731, 3746]}, {"key": "written-feedback", "type": "clause", "offset": [3823, 3839]}, {"key": "describe-how-the", "type": "clause", "offset": [3860, 3876]}, {"key": "work-product", "type": "definition", "offset": [3888, 3900]}, {"key": "business-reason", "type": "clause", "offset": [3963, 3978]}, {"key": "the-employer-will-not", "type": "clause", "offset": [4108, 4129]}, {"key": "rating-of-record", "type": "clause", "offset": [4150, 4166]}, {"key": "when-the-employer", "type": "clause", "offset": [4217, 4234]}, {"key": "examples-of-the", "type": "clause", "offset": [4325, 4340]}, {"key": "the-employee-must", "type": "clause", "offset": [4375, 4392]}, {"key": "improve-performance", "type": "clause", "offset": [4399, 4418]}, {"key": "acceptable-level", "type": "definition", "offset": [4425, 4441]}, {"key": "as-soon-as-possible", "type": "definition", "offset": [4473, 4492]}, {"key": "days-after", "type": "definition", "offset": [4574, 4584]}, {"key": "immediate-supervisor", "type": "definition", "offset": [4690, 4710]}, {"key": "rating-official", "type": "clause", "offset": [4712, 4727]}, {"key": "the-standard", "type": "clause", "offset": [4783, 4795]}, {"key": "summary-of-the", "type": "clause", "offset": [5009, 5023]}, {"key": "areas-for-improvement", "type": "clause", "offset": [5052, 5073]}, {"key": "an-employee-may", "type": "clause", "offset": [5200, 5215]}, {"key": "conclusion-of", "type": "clause", "offset": [5290, 5303]}, {"key": "employee-changes", "type": "clause", "offset": [5335, 5351]}, {"key": "at-any-time", "type": "clause", "offset": [5625, 5636]}, {"key": "at-the-end-of-the", "type": "clause", "offset": [5807, 5824]}, {"key": "an-employee-must", "type": "clause", "offset": [5925, 5941]}, {"key": "current-plan", "type": "clause", "offset": [5959, 5971]}, {"key": "annual-evaluation", "type": "definition", "offset": [6392, 6409]}, {"key": "performance-rating", "type": "clause", "offset": [6410, 6428]}, {"key": "hours-or-more", "type": "clause", "offset": [6475, 6488]}, {"key": "duties-assigned", "type": "clause", "offset": [6499, 6514]}, {"key": "agency-supervisor", "type": "definition", "offset": [6521, 6538]}, {"key": "employer-and-employee", "type": "clause", "offset": [6575, 6596]}, {"key": "written-response", "type": "clause", "offset": [6813, 6829]}], "size": 5, "snippet": "Section 1 The Employer's Performance Appraisal System is the systematic process by which the Employer involves a permanent employee in maximizing his/her contribution to the accomplishment of Agency mission and goals. It encourages communication between an employee and his/her supervisor, provides a mechanism to evaluate employee performance, identifies an employee's strengths and weaknesses, and provides a mechanism to address unacceptable performance effectively.\nA. The Employer will establish a performance evaluation plan (Plan) for each employee. The Plan will consist of critical elements, which are aspects of the employee's work where acceptable performance is essential to his/her position. In accordance with Section 2.B., each element will have a performance standard that, at a minimum, states the expectations or requirements established by the Employer that must be met by the employee in order for his/her performance to be rated as acceptable in that element. An employee's performance will be rated in each element of his/her Plan. If an employee's performance is unacceptable in any one critical element, the overall rating will be unacceptable.\nB. Elements and standards must be reasonably related to the duties set forth in the employee's position description. Pursuant to 5 U.S.C. 4302(b)(1), the Employer will establish performance standards which will, to the maximum extent feasible, permit the accurate evaluation of job performance on the basis of objective criteria related to the job in question for each employee or position under the performance appraisal system. Written performance appraisals will be based on a comparison of the employee's performance on his/her work throughout the entire rating period for the employee to the elements and standards of his/her position. An employee should discuss in a timely manner with his/her supervisor the factors the employee believes have affected his/her performance, such as the use of approved official time for representational functions, the authorized performance of collateral duties, lack of customary training, or unavailability of required resources. The Employer will take into account any mitigating impact of such factors when evaluating the employee's performance.\nC. Prior to making changes to any performance plans, the Union will be provided at least fourteen (14) calendar days to comment on the proposed plans before they are finalized by the Employer. The NTEU also retains the right to negotiate over changes to employee performance plans, as permitted by law. An employee will not be held accountable or responsible for any changes to the elements and standards under his/her performance plans until they are received by the employee.\nSection 3 The appraisal period will be from January 1 to December 31, unless adjusted due to individual circumstances.\nSection 4 A Plan normally will be delivered to an employee within thirty (30) days of the beginning of each appraisal period. If an employee permanently changes positions during the appraisal period, he/she normally will receive a new Plan for the new position within thirty (30) days of the assignment to the new position. The Employer and the employee will sign and date the Plan. The employee's signature only acknowledges receipt and discussion of the Plan. The Employer will advise the employee in writing of any computerized tracking systems used to monitor his/her performance (reports identifying the number of tasks performed or the amount of time it took to perform those tasks). Unless an employee has access to these reports, at least semiannually the Employer will provide the employee copies of his/her reports.\nSection 5 An employee will be given at least one progress review during the appraisal period, during which the Employer will provide oral or written feedback on the elements and describe how the employee's work product compares with the performance standards. Absent a significant business reason, the Employer will provide this progress review within forty five (45) days of the mid-point of the employee's appraisal period. The Employer will not give the employee a rating of record (the written performance appraisal) at this time. When the Employer identifies unacceptable performance, the Employer will identify for the employee specific examples of the unacceptable performance and what the employee must do to improve performance to an acceptable level. Such notice should take place as soon as possible after the unacceptable performance is identified.\nA. Normally, within sixty (60) days after the end of the appraisal period, each employee will receive a written performance appraisal from his/her immediate supervisor (rating official) that will be based on his/her performance compared to the standard for each element. At a minimum, the written performance appraisal will indicate whether the employee's performance was acceptable or unacceptable in each element. The appraisal also will include a brief narrative summary of the employee's achievements and areas for improvement and/or growth in the coming rating period.\nB. Performance appraisals will be made in a fair and non-discriminatory manner.\nC. An employee may receive a written performance appraisal up to ninety (90) days before the conclusion of the appraisal period if: \u2022 the employee changes positions or separates from the Employer within ninety (90) days before the end of the appraisal period; or \u2022 the rating official departs within ninety (90) days before the end of the appraisal period.\nD. If an employee changes positions or is assigned to a new supervisor at any time during the appraisal period, other than within ninety (90) days before the end of the appraisal period, the Employer should include, in the written performance appraisal at the end of the rating period, information about the employee's performance provided by the previous supervisor.\nE. An employee must be under his/her current Plan for at least one hundred twenty (120) days before receiving a written performance appraisal.\nF. The performance of collateral duties or the use of approved official time for Union representational functions will not be considered as a negative factor when evaluating an employee against his/her performance standards. An employee performing such collateral duties or Union representational functions will be provided an annual evaluation/performance rating if he/she has spent five hundred twenty (520) hours or more on normal duties assigned by an Agency supervisor during the appraisal period.\nG. The Employer and employee will sign and date the written performance appraisal. The employee's signature acknowledges receipt and discussion of the appraisal and does not necessarily signify the employee's agreement. An employee may attach a written response to his/her written performance appraisal.", "hash": "c53952f3b6cf429ba40741825c05acfc", "id": 1}, {"samples": [{"hash": "fUbcMlALKiQ", "uri": "/contracts/fUbcMlALKiQ#performance-appraisal-system", "label": "Labor Management Agreement", "score": 25.4106769562, "published": true}, {"hash": "d55gFb2g1eU", "uri": "/contracts/d55gFb2g1eU#performance-appraisal-system", "label": "Labor Management Agreement", "score": 24.3538665771, "published": true}, {"hash": "8YTyun8NOyV", "uri": "/contracts/8YTyun8NOyV#performance-appraisal-system", "label": "Labor Management Agreement", "score": 20.6960983276, "published": true}], "snippet_links": [{"key": "the-parties-acknowledge", "type": "clause", "offset": [0, 23]}, {"key": "the-performance", "type": "clause", "offset": [24, 39]}, {"key": "contained-in", "type": "definition", "offset": [67, 79]}, {"key": "agree-to", "type": "clause", "offset": [115, 123]}, {"key": "proposed-changes", "type": "definition", "offset": [155, 171]}], "size": 3, "snippet": "The parties acknowledge the Performance Appraisal System currently contained in BPA\u2019s official issuance system and agree to fully negotiate any Management-proposed changes.", "hash": "a28bd3dd38968c0cfde81a2afc0d25f1", "id": 2}, {"samples": [{"hash": "c7C33H0zD50", "uri": "/contracts/c7C33H0zD50#performance-appraisal-system", "label": "Collective Bargaining Agreement", "score": 33.8346366882, "published": true}, {"hash": "4VzPkGLQPwZ", "uri": "/contracts/4VzPkGLQPwZ#performance-appraisal-system", "label": "Collective Bargaining Agreement", "score": 31.7994728088, "published": true}, {"hash": "cx7utpO1hrH", "uri": "/contracts/cx7utpO1hrH#performance-appraisal-system", "label": "Collective Bargaining Agreement", "score": 24.8590011597, "published": true}], "snippet_links": [{"key": "the-policy", "type": "definition", "offset": [9, 19]}, {"key": "the-department", "type": "clause", "offset": [23, 37]}, {"key": "office-of-personnel-management", "type": "definition", "offset": [136, 166]}, {"key": "rules-and-regulations", "type": "clause", "offset": [173, 194]}, {"key": "provide-for", "type": "definition", "offset": [199, 210]}, {"key": "periodic-appraisals", "type": "clause", "offset": [211, 230]}, {"key": "performance-of-employees", "type": "clause", "offset": [238, 262]}, {"key": "employee-participation", "type": "clause", "offset": [277, 299]}, {"key": "performance-standards", "type": "definition", "offset": [316, 337]}, {"key": "performance-appraisals", "type": "clause", "offset": [366, 388]}, {"key": "the-union", "type": "clause", "offset": [506, 515]}, {"key": "formal-steps", "type": "clause", "offset": [560, 572]}, {"key": "performance-appraisal-process", "type": "clause", "offset": [580, 609]}, {"key": "to-provide", "type": "definition", "offset": [659, 669]}, {"key": "prior-to", "type": "definition", "offset": [680, 688]}, {"key": "performance-plan", "type": "clause", "offset": [711, 727]}, {"key": "associated-with", "type": "definition", "offset": [748, 763]}, {"key": "the-supervisor", "type": "clause", "offset": [798, 812]}, {"key": "employees-with", "type": "clause", "offset": [831, 845]}, {"key": "performance-and-progress", "type": "clause", "offset": [1033, 1057]}, {"key": "and-standards", "type": "clause", "offset": [1116, 1129]}, {"key": "set-out", "type": "definition", "offset": [1130, 1137]}, {"key": "the-employer-will-not", "type": "clause", "offset": [1166, 1187]}, {"key": "employees-who", "type": "clause", "offset": [1222, 1235]}], "size": 3, "snippet": "A. It is the policy of the Department that the performance appraisal system will, in conformance with 5 U.S.C. Section 4302 and related Office of Personnel Management (OPM) rules and regulations:\n1. Provide for periodic appraisals of job performance of employees;\n2. Encourage employee participation in establishing performance standards; and,\n3. Use the results of performance appraisals as a basis for training, rewarding, reassigning, promoting, reducing in grade, retaining, and removing employees.\nB. The Union and Employer agree that, in addition to the formal steps in the performance appraisal process described below, it is essential for supervisors to provide employees prior to implementation of the performance plan with the benchmarks associated with measures in the performance plan. The supervisor will also provide employees with regular feedback on how they are meeting the benchmarks in their performance appraisal plans. Supervisors and employees are expected to engage in on-going discussions concerning employee performance and progress in meeting established benchmarks associated with results and standards set out in the performance plan.\nC. The Employer will not limit the number or proportion of employees who can obtain a particular rating. Each employee's performance will be judged solely against his/her performance standards.", "hash": "07898123d473b69a6ed6129a3e3de886", "id": 3}, {"samples": [{"hash": "ioUUQEVNVbj", "uri": "/contracts/ioUUQEVNVbj#performance-appraisal-system", "label": "Labor Management Agreement", "score": 25.4079399109, "published": true}, {"hash": "jKQeM281MJh", "uri": "/contracts/jKQeM281MJh#performance-appraisal-system", "label": "Labor Management Agreement", "score": 25.3709793091, "published": true}], "snippet_links": [{"key": "section-1", "type": "definition", "offset": [0, 9]}, {"key": "section-2", "type": "clause", "offset": [20, 29]}], "size": 2, "snippet": "Section 1 - Purpose\nSection 2 - Policy", "hash": "7cb8152e2d0e9356f303892d532f22a9", "id": 4}, {"samples": [{"hash": "1OR2eOr8cxC", "uri": "/contracts/1OR2eOr8cxC#performance-appraisal-system", "label": "Master Agreement", "score": 25.4407939911, "published": true}, {"hash": "5FxitOfZGpj", "uri": "/contracts/5FxitOfZGpj#performance-appraisal-system", "label": "Labor Master Agreement", "score": 17.1416835785, "published": true}], "snippet_links": [{"key": "section-1", "type": "definition", "offset": [0, 9]}], "size": 2, "snippet": "Section 1: Purpose", "hash": "0aea94d81b3dcd81ae68a2796714253c", "id": 5}, {"samples": [{"hash": "lOQb1JhOLnF", "uri": "/contracts/lOQb1JhOLnF#performance-appraisal-system", "label": "Enterprise Agreement", "score": 24.4195747375, "published": true}], "snippet_links": [{"key": "a-formal", "type": "clause", "offset": [0, 8]}, {"key": "performance-appraisal", "type": "clause", "offset": [9, 30]}, {"key": "casual-staff", "type": "definition", "offset": [63, 75]}, {"key": "prior-to-the", "type": "clause", "offset": [76, 88]}, {"key": "employment-period", "type": "definition", "offset": [102, 119]}, {"key": "the-employees", "type": "clause", "offset": [220, 233]}, {"key": "salary-band", "type": "clause", "offset": [234, 245]}, {"key": "subsequent-employment", "type": "clause", "offset": [256, 277]}, {"key": "the-performance", "type": "clause", "offset": [343, 358]}, {"key": "development-of", "type": "clause", "offset": [393, 407]}, {"key": "training-objectives", "type": "clause", "offset": [420, 439]}, {"key": "for-individuals", "type": "definition", "offset": [440, 455]}], "size": 1, "snippet": "A formal performance appraisal will be conducted for temporary/casual staff prior to the end of their employment period. The assessment will be conducted by both Beach Services Supervisors and the results will determine the employees salary band/level for subsequent employment and determine potential offers for re-employment. The results of the performance appraisal will also assist in the development of appropriate training objectives for individuals and Beach Services.", "hash": "479ff5ce530aadae59026c6b41d46dd8", "id": 6}, {"samples": [{"hash": "3NyXNQMXnOl", "uri": "/contracts/3NyXNQMXnOl#performance-appraisal-system", "label": "Collective Bargaining Agreement", "score": 19.7310066223, "published": true}], "snippet_links": [{"key": "the-performance", "type": "clause", "offset": [11, 26]}, {"key": "in-accordance-with", "type": "clause", "offset": [65, 83]}, {"key": "section-2", "type": "clause", "offset": [84, 93]}, {"key": "bargaining-unit-employees", "type": "definition", "offset": [109, 134]}, {"key": "job-performance", "type": "clause", "offset": [136, 151]}, {"key": "in-writing", "type": "clause", "offset": [184, 194]}, {"key": "performance-appraisals", "type": "clause", "offset": [211, 233]}, {"key": "reduction-in-grade", "type": "clause", "offset": [307, 325]}, {"key": "applicable-regulations", "type": "definition", "offset": [417, 439]}, {"key": "rating-of-record", "type": "clause", "offset": [450, 466]}, {"key": "based-on", "type": "clause", "offset": [475, 483]}, {"key": "period-of", "type": "definition", "offset": [486, 495]}, {"key": "less-than-90-days", "type": "clause", "offset": [496, 513]}, {"key": "supervisor-of-record", "type": "definition", "offset": [544, 564]}, {"key": "section-3", "type": "definition", "offset": [566, 575]}, {"key": "the-employer-will", "type": "clause", "offset": [577, 594]}, {"key": "duty-time", "type": "definition", "offset": [616, 625]}, {"key": "performance-plans", "type": "clause", "offset": [670, 687]}, {"key": "progress-reviews", "type": "clause", "offset": [689, 705]}, {"key": "performance-ratings", "type": "clause", "offset": [711, 730]}, {"key": "informal-discussion", "type": "definition", "offset": [767, 786]}, {"key": "to-determine", "type": "definition", "offset": [821, 833]}, {"key": "appraisal-period", "type": "definition", "offset": [894, 910]}, {"key": "ongoing-feedback", "type": "clause", "offset": [959, 975]}, {"key": "in-addition-to-the", "type": "clause", "offset": [976, 994]}, {"key": "section-4", "type": "definition", "offset": [1023, 1032]}, {"key": "section-5", "type": "definition", "offset": [1105, 1114]}, {"key": "supervising-official", "type": "definition", "offset": [1120, 1140]}, {"key": "to-discuss", "type": "definition", "offset": [1231, 1241]}, {"key": "the-employees", "type": "clause", "offset": [1258, 1271]}, {"key": "prior-to", "type": "definition", "offset": [1291, 1299]}, {"key": "revision-of", "type": "clause", "offset": [1447, 1458]}, {"key": "section-6", "type": "definition", "offset": [1459, 1468]}, {"key": "for-the-purpose-of", "type": "definition", "offset": [1593, 1611]}, {"key": "work-progress", "type": "definition", "offset": [1637, 1650]}, {"key": "modification-of", "type": "clause", "offset": [1726, 1741]}, {"key": "performance-objectives", "type": "definition", "offset": [1742, 1764]}, {"key": "affected-employees", "type": "clause", "offset": [1862, 1880]}, {"key": "the-modification", "type": "clause", "offset": [1913, 1929]}, {"key": "section-7", "type": "clause", "offset": [1957, 1966]}, {"key": "fully-successful", "type": "clause", "offset": [2030, 2046]}, {"key": "job-training", "type": "definition", "offset": [2058, 2070]}, {"key": "formal-training", "type": "clause", "offset": [2072, 2087]}, {"key": "when-an-employee", "type": "clause", "offset": [2106, 2122]}, {"key": "unacceptable-performance", "type": "definition", "offset": [2156, 2180]}, {"key": "acceptable-level", "type": "definition", "offset": [2245, 2261]}, {"key": "provided-by-the-employer", "type": "clause", "offset": [2291, 2315]}, {"key": "improve-performance", "type": "clause", "offset": [2337, 2356]}, {"key": "periodic-reviews", "type": "clause", "offset": [2405, 2421]}, {"key": "of-work", "type": "clause", "offset": [2422, 2429]}, {"key": "employee-will", "type": "clause", "offset": [2436, 2449]}, {"key": "be-advised", "type": "clause", "offset": [2450, 2460]}, {"key": "removal-action", "type": "definition", "offset": [2561, 2575]}, {"key": "will-be-given", "type": "clause", "offset": [2604, 2617]}, {"key": "days-in", "type": "definition", "offset": [2639, 2646]}, {"key": "at-the-end-of-the", "type": "clause", "offset": [2706, 2723]}, {"key": "performance-improvement-period", "type": "definition", "offset": [2724, 2754]}, {"key": "corrective-action", "type": "definition", "offset": [2898, 2915]}, {"key": "the-employer-may", "type": "clause", "offset": [2930, 2946]}, {"key": "proposed-action", "type": "definition", "offset": [3029, 3044]}, {"key": "in-detail", "type": "clause", "offset": [3107, 3116]}, {"key": "the-basis", "type": "clause", "offset": [3118, 3127]}, {"key": "the-action", "type": "clause", "offset": [3132, 3142]}, {"key": "to-the-employee", "type": "definition", "offset": [3170, 3185]}, {"key": "in-advance", "type": "clause", "offset": [3212, 3222]}, {"key": "statement-of", "type": "clause", "offset": [3279, 3291]}, {"key": "right-to-representation", "type": "definition", "offset": [3307, 3330]}, {"key": "respond-to", "type": "definition", "offset": [3384, 3394]}, {"key": "proposed-notice", "type": "clause", "offset": [3399, 3414]}, {"key": "the-decision", "type": "clause", "offset": [3416, 3428]}, {"key": "employees-may", "type": "clause", "offset": [3507, 3520]}, {"key": "union-representation", "type": "definition", "offset": [3538, 3558]}, {"key": "section-8", "type": "definition", "offset": [3602, 3611]}, {"key": "actual-performance", "type": "definition", "offset": [3722, 3740]}, {"key": "employee-performance-plan", "type": "clause", "offset": [3792, 3817]}, {"key": "first-step", "type": "definition", "offset": [3826, 3836]}, {"key": "the-supervisor-shall", "type": "clause", "offset": [3865, 3885]}, {"key": "provide-a", "type": "definition", "offset": [3930, 3939]}, {"key": "written-statement", "type": "clause", "offset": [3940, 3957]}, {"key": "related-to", "type": "clause", "offset": [4007, 4017]}, {"key": "requirements-of-the", "type": "clause", "offset": [4033, 4052]}, {"key": "employee-input", "type": "clause", "offset": [4151, 4165]}, {"key": "voluntary-on", "type": "clause", "offset": [4179, 4191]}, {"key": "related-factors", "type": "definition", "offset": [4223, 4238]}, {"key": "relating-to", "type": "definition", "offset": [4252, 4263]}, {"key": "assigned-duties", "type": "definition", "offset": [4279, 4294]}, {"key": "section-9", "type": "definition", "offset": [4295, 4304]}, {"key": "an-employee-may", "type": "clause", "offset": [4306, 4321]}, {"key": "critical-element", "type": "definition", "offset": [4365, 4381]}, {"key": "negotiated-grievance-procedure", "type": "clause", "offset": [4405, 4435]}, {"key": "adverse-actions", "type": "clause", "offset": [4455, 4470]}, {"key": "section-10", "type": "definition", "offset": [4529, 4539]}, {"key": "the-bargaining-unit", "type": "clause", "offset": [4585, 4604]}, {"key": "employees-of-the", "type": "clause", "offset": [4605, 4621]}, {"key": "changes-to-the", "type": "clause", "offset": [4677, 4691]}, {"key": "employees-will-be-provided", "type": "clause", "offset": [4770, 4796]}, {"key": "concerning-the", "type": "clause", "offset": [4817, 4831]}, {"key": "establishment-of", "type": "clause", "offset": [4866, 4882]}, {"key": "section-11", "type": "clause", "offset": [4908, 4918]}, {"key": "provisions-of-this-article", "type": "clause", "offset": [4949, 4975]}, {"key": "similarly-situated", "type": "definition", "offset": [5011, 5029]}, {"key": "union-representatives", "type": "definition", "offset": [5075, 5096]}, {"key": "section-12", "type": "definition", "offset": [5344, 5354]}, {"key": "to-assist", "type": "clause", "offset": [5427, 5436]}, {"key": "unsatisfactory-work-performance", "type": "definition", "offset": [5461, 5492]}, {"key": "guidance-and-assistance", "type": "clause", "offset": [5576, 5599]}, {"key": "the-employer-agrees-to-provide", "type": "clause", "offset": [5641, 5671]}, {"key": "examples-of", "type": "definition", "offset": [5680, 5691]}, {"key": "successful-performance", "type": "clause", "offset": [5698, 5720]}, {"key": "performance-discussions", "type": "clause", "offset": [5781, 5804]}, {"key": "annual-rating", "type": "clause", "offset": [5852, 5865]}, {"key": "the-general", "type": "clause", "offset": [5867, 5878]}, {"key": "all-inclusive", "type": "clause", "offset": [5985, 5998]}, {"key": "section-13", "type": "definition", "offset": [6000, 6010]}, {"key": "written-comments", "type": "definition", "offset": [6281, 6297]}, {"key": "performance-deficiencies", "type": "clause", "offset": [6439, 6463]}, {"key": "performance-cycle", "type": "clause", "offset": [6503, 6520]}, {"key": "changes-in-performance", "type": "clause", "offset": [6526, 6548]}, {"key": "section-14", "type": "definition", "offset": [6611, 6621]}, {"key": "distribution-of", "type": "clause", "offset": [6630, 6645]}, {"key": "not-permitted", "type": "clause", "offset": [6683, 6696]}, {"key": "rating-level", "type": "definition", "offset": [6704, 6716]}, {"key": "of-employees", "type": "clause", "offset": [6814, 6826]}, {"key": "for-other-purposes", "type": "clause", "offset": [6848, 6866]}, {"key": "award-determination", "type": "definition", "offset": [6876, 6895]}], "size": 1, "snippet": "Section 1. The Performance Appraisal System will be administered in accordance with\nSection 2. Appraisals of bargaining unit employees' job performance will be made at least annually, in writing. The results of performance appraisals will be used as a basis for training, rewarding, reassigning, promoting, reduction in grade, retaining and removing employees. The use of appraisal results will be in accordance with applicable regulations. No final rating of record will be based on a period of less than 90 days of supervision under a single supervisor of record.\nSection 3. The Employer will ensure that adequate duty time is provided to properly prepare and discuss Performance Plans, progress reviews, and performance ratings with each bargaining unit employee. Informal discussion, including reviews of performance to determine progress and problems should occur regularly throughout the appraisal period. Supervisors are strongly encouraged to provide ongoing feedback in addition to the scheduled progress reviews.\nSection 4. The employee's Performance Plan will identify the critical performance\nSection 5. The supervising official will meet each subordinate bargaining unit employee at the start of each appraisal period to discuss the contents of the employees' Performance Plan. Prior to finalizing and issuing Performance Plans, employees will be encouraged to participate and provide feedback in the establishment and/or substantial revision of\nSection 6. The supervising official will conduct at least one progress review at approximately the mid\u2022 point of the appraisal period for the purpose of reviewing the employee's work progress during the appraisal period. Should updating of the Performance Plan, i.e. modification of performance objectives, be needed at any point during the appraisal period the supervisor will discuss changes with the affected employees and encourage their feedback in the modification of performance objectives.\nSection 7. When management identifies a pattern of performance below the fully successful level, the job training, formal training, counseling, etc. When an employee is deemed to be performing at an unacceptable performance, what action must be taken to improve his/her performance to an acceptable level, and what assistance will be provided by the Employer to help the employee improve performance (e.g. counseling, training, closer supervision, periodic reviews of work). The employee will be advised that if performance does not improve to an acceptable level, a reassignment, reduction in grade, or removal action must be taken. The employee will be given at least 90 calendar days in which to bring his/her performance to an acceptable level. At the end of the performance improvement period, the employee will be reevaluated and informed in writing of their performance. !f the performance has not improved to an acceptable level and corrective action is necessary, the Employer may initiate a performance based action and give the employee a written notice of the proposed action, i.e. to reduce in grade or remove. The letter will set forth in detail, the basis for the action. Such notice will be given to the employee at least 30 calendar days in advance of a decision on the proposed action and will include a statement of the employee's right to representation. The employee will have 10 calendar days in which to respond to the proposed notice. The decision to take action will be based on the reasons described in the proposed notice. Employees may seek and receive Union representation at any step of a pe1formance based action.\nSection 8. At the end of the appraisal period, the employee's performance will be evaluated by comparing the employee's actual performance with the performance objectives identified in that employee Performance Plan. As the first step and preparing final rating, the supervisor shall give the employee ten (10) calendar days to provide a written statement of accomplishments and/or other self\u2022 assessment related to fulfilling the requirements of the performance plan. The supervisor will consider this input during the rating process: Providing an employee input statement is voluntary on the part of the employee. Work related factors specifically relating to the employee's assigned duties\nSection 9. An employee may grieve a performance appraisal rating on a critical element in accordance with the Negotiated Grievance Procedure. Performance-based adverse actions maybe grieved through the Negotiated Grievance Procedure.\nSection 10. The Employer agrees to inform the Union and the bargaining unit employees of the provisions of any new Performance Appraisal Systems or changes to the existing Performance Appraisal System prior to its formal implementation. New employees will be provided general information concerning the Performance Appraisal System upon establishment of their performance plans.\nSection 11. The Employer agrees that the provisions of this article will be applied impartially to all similarly situated employees. Authorized official time spent by Union Representatives on representational matters will not be considered when appraisal their pe1formance. Rather, Union Representatives will be appraised based only on the time which they devote to the performance of official DLA Distribution Norfolk assigned duties.\nSection 12. The Employer agrees to discuss the pe1formance plan with employees and to assist employees and improving unsatisfactory work performance. Employees are encouraged to discuss their work with their supervisors and to seek guidance and assistance as necessary. At the employee's request, the Employer agrees to provide general examples of fully successful performance, for any of the critical objectives/elements during initial performance discussions, progress reviews and/or the discussion of the annual rating. The general example shall be reasonably attainable based on the employee's assigned duties and are not intended to be all inclusive.\nSection 13. Progress reviews are considered to be official, documented discussion(s) between the bargaining unit employee and his/her supervisor about the employee's performance during the appraisals period. The supervisor shall give the employee ten (10) calendar days to provide written comments after each progress review and/or rating discussion. During progress reviews the supervisor will communicate accomplishments achieved and/or performance deficiencies identified to date, during the current performance cycle. Any changes in performance during the rating cycle will be communicated to the employee.\nSection 14. Forced distribution of ratings and/or quotas/or ratings are not permitted at any rating level. This prohibition does not prevent management from making distinctions among employees or groups of employees based on performance for other purposes, such as award determination.", "hash": "0ef49ac75330a672b24cecf477d48ea3", "id": 7}, {"samples": [{"hash": "hk7oXpf9DNo", "uri": "/contracts/hk7oXpf9DNo#performance-appraisal-system", "label": "Collective Bargaining Agreement", "score": 24.3552360535, "published": true}], "snippet_links": [{"key": "the-department-shall", "type": "clause", "offset": [0, 20]}, {"key": "code-of-federal-regulations", "type": "clause", "offset": [142, 169]}], "size": 1, "snippet": "The Department shall implement a performance appraisal system which conforms to \u2587\u2587\u2587\u2587\u2587\u2587\u2587 \u2587\u2587 \u2587\u2587 \u2587\u2587\u2587\u2587\u2587 \u2587, \u2587\u2587\u2587\u2587\u2587\u2587 \u2587\u2587\u2587\u2587\u2587\u2587 Code and Part 430 of the Code of Federal Regulations.", "hash": "ed651286e89608a203a15dde83ddca62", "id": 8}, {"samples": [{"hash": "41A3nLhzeKZ", "uri": "/contracts/41A3nLhzeKZ#performance-appraisal-system", "label": "Collective Bargaining Agreement", "score": 22.3880901337, "published": true}], "snippet_links": [{"key": "primary-objective", "type": "definition", "offset": [4, 21]}, {"key": "teacher-evaluation", "type": "definition", "offset": [39, 57]}, {"key": "the-evaluation", "type": "clause", "offset": [160, 174]}, {"key": "other-unit-employees", "type": "clause", "offset": [178, 198]}, {"key": "the-services", "type": "definition", "offset": [249, 261]}, {"key": "such-unit", "type": "definition", "offset": [284, 293]}], "size": 1, "snippet": "The primary objective of the classroom teacher evaluation proce- dure, as set forth herein, shall be the improvement of instruc- tion. The primary objective of the evaluation of other unit employees, as set forth herein, shall be the improvement of the services which are provided by such unit employees and which are designed to enhance and complement the educational process.", "hash": "09649b4841b181ccca9cb12bca8dfab7", "id": 9}, {"samples": [{"hash": "6gxiRwEsQ3o", "uri": "/contracts/6gxiRwEsQ3o#performance-appraisal-system", "label": "Collective Bargaining Agreement", "score": 23.7583847046, "published": true}], "snippet_links": [{"key": "performance-rating", "type": "clause", "offset": [11, 29]}, {"key": "annual-appraisal", "type": "definition", "offset": [52, 68]}, {"key": "regular-part", "type": "clause", "offset": [83, 95]}, {"key": "regular-full", "type": "clause", "offset": [105, 117]}, {"key": "time-employees", "type": "definition", "offset": [118, 132]}, {"key": "additional-reviews", "type": "clause", "offset": [134, 152]}, {"key": "the-supervisor", "type": "clause", "offset": [169, 183]}, {"key": "employee-request", "type": "clause", "offset": [220, 236]}, {"key": "the-employee", "type": "clause", "offset": [241, 253]}, {"key": "the-appraisal", "type": "clause", "offset": [269, 282]}, {"key": "will-provide", "type": "clause", "offset": [369, 381]}, {"key": "performance-standards", "type": "definition", "offset": [393, 414]}, {"key": "quarterly-performance-reviews", "type": "clause", "offset": [447, 476]}], "size": 1, "snippet": "a. The NAF Performance Rating form will be used for annual appraisal and rating of regular part-time and regular full-time Employees. Additional reviews may be given as the supervisor deems appropriate or quarterly upon Employee request.\nb. The Employee's signature on the appraisal does not indicate agreement with the rating.\nc. Upon Employee request, the supervisor will provide and define performance standards and/or provide informal, verbal quarterly performance reviews.", "hash": "5b9eeea006f6c4960d7017fc92dddeaa", "id": 10}], "next_curs": "CmUSX2oVc35sYXdpbnNpZGVyY29udHJhY3RzckELEhZDbGF1c2VTbmlwcGV0R3JvdXBfdjU2IiVwZXJmb3JtYW5jZS1hcHByYWlzYWwtc3lzdGVtIzAwMDAwMDBhDKIBAmVuGAAgAA==", "clause": {"title": "PERFORMANCE APPRAISAL SYSTEM", "size": 35, "parents": [["performance-appraisal", "PERFORMANCE APPRAISAL"], ["performance-appraisals", "Performance Appraisals"], ["dress-standards", "Dress Standards"], ["labor-management-negotiating-procedures", "LABOR-MANAGEMENT NEGOTIATING PROCEDURES\u200c"], ["information-for-non-selected-employees", "- Information for Non-selected Employees"]], "children": [["", ""], ["general", "General"], ["definitions", "Definitions"], ["performance-standards", "Performance Standards"], ["sick-leave", "Sick Leave"]], "id": "performance-appraisal-system", "related": [["performance-appraisal", "Performance Appraisal", "Performance Appraisal"], ["performance-appraisals", "Performance Appraisals", "Performance Appraisals"], ["performance-improvement-plan", "Performance Improvement Plan", "Performance Improvement Plan"], ["the-appraisal", "The Appraisal", "The Appraisal"], ["performance-testing", "Performance Testing", "Performance Testing"]], "related_snippets": [], "updated": "2025-07-18T05:44:56+00:00", "also_ask": [], "drafting_tip": null, "explanation": "The Performance Appraisal System clause establishes a formal process for evaluating employee job performance within an organization. Typically, this clause outlines the frequency of appraisals, the criteria or metrics used for assessment, and the roles of supervisors or managers in conducting reviews. For example, it may require annual performance reviews that consider factors such as goal achievement, teamwork, and professional development. The core function of this clause is to provide a structured and transparent method for assessing employee contributions, supporting decisions on promotions, compensation, and identifying areas for improvement."}, "json": true, "cursor": ""}}