Performance Management Procedures Sample Clauses

Performance Management Procedures a. Employees will be provided with a copy of their Performance Standards when the Rating Official issues the standards at the beginning of the Rating Period. In addition to the items outlined in the Performance DR, performance discussions are expected to include guidance from the Rating Official on how the work performed impacts the mission of the Agency. b. Employees are responsible for providing input to their Rating Official concerning the development of the Performance Plans including performance elements, standards, and measures. Employees must also ensure they have a clear understanding of their performance expectations and how their performance relates to the mission of the Agency. c. Employees and Rating Officials will engage in discussions on performance standards and measures, and the milestones to be used for measurement will be mutually recognized. Measures shall be attainable, which means that it must be known by the rating official that the employee has the knowledge to accomplish the objective and it is within the span of control of the employee to accomplish the objective. d. Performance discussions will be held with Permanent Seasonal Employees, as well as Temporary Employees, no less than 30 days after entering pay status. The Rating Official will meet with them for a performance discussion at least quarterly while they are on duty. e. Consistent with the Performance DR, supervisors may utilize supplemental standards in order to define expectations in a way that is clear to employees. f. Employees who are approved for telework should not be held to a higher or lower production standard than those who are not utilizing the flexibility of telework. Management will comply with the Employee Rights and Telework Articles. g. Any significant changes to performance expectations, standards, or measures during the year must be reflected in the Performance Plan and revised in accordance with the Performance DR. However, employees must have a minimum of ninety days to perform under the modified standards before receiving a performance rating based on the new standards. h. If an employee is unable to meet Performance expectations because of a medical condition it is the responsibility of the employee to follow available processes, such as reasonable accommodation and hardship processes, including any necessary documentation, and to notify the Rating Official of the potential impact to performance. i. If Management implements a new process for ensuring...