Common use of Performance Plans Clause in Contracts

Performance Plans. A. The Employer shall develop, communicate and apply performance standards and elements to employees. Performance plans shall, to the maximum extent reasonably feasible, permit the accurate evaluation of job performance on the basis of objective criteria, related to the position in question. B. Performance plans are developed on the written and/or automated Forms AD-435A, “Performance Plan, Progress Review and Appraisal Worksheet”, and AD-435B, “Performance Plan, Progress Review and Appraisal Worksheet Continuation Sheet”, and shall specify the performance elements and standards on which employees are rated, designating the number of elements as prescribed in the Employer’s Performance Management Program/System including at least one critical element linked to strategic goals and at least one non-critical element. C. Normally, performance plans shall be developed within 30 calendar days of an employee’s appointment, reassignment, promotion, or detail for more than the minimum appraisal period. A new performance plan may also be established when an employee’s duties change substantially during the appraisal period. D. Performance elements and standards contained in the performance plan shall be based solely on the individual’s position, and may address the employee’s performance as a member of a team (team performance may only be rated as a non- critical element; individual performance on a team may be rated as either non- critical or critical). Only those elements and standards included in the performance plan shall be used in arriving at the summary rating. E. Performance plans shall: 1. Include any mandatory performance elements specified for the position (and may include generic performance elements and/or other specific, job-related performance elements); 2. Include, where appropriate, timeframes and appropriate procedures derived directly from applicable regulatory guidelines, procedural guides, agency program instructions, etc.; 3. Specify required quantifiable measures of attainment, e.g., timeframes, quantity, quality, cost-effectiveness, or manner of performance; 4. Relate to performance of work (i.e., not conduct or personality traits); 5. State the level of performance expected: (a) for the grade held by the employee; and (b) on the basis of factors within the control of the employee. F. An employee may request that standards or elements be reconsidered in light of employee comments and/or significant changes to the duties of the position. The rating official has final authority over the content of the performance plan. G. The substance of elements and performance standards may not be grieved. H. The employee and the rating official shall certify at the beginning of the appraisal period that they have discussed the performance plan, and that the employee has had an opportunity to obtain an understanding of expectations. If there is a disagreement over the content of the performance plan, the rating official’s decision prevails. An employee’s refusal to sign the plan does not negate its implementation.