Rating Levels. The level of ratings for each individual element and the summary rating are: outstanding, highly successful, fully successful, minimally satisfactory, and unacceptable.
Rating Levels. In this Agreement, unless otherwise indicated, a reference to the rating level of an entity by a Note Rating Agency or Insurer Rating Agency (a “Rating Level”) is a reference to the Rating Level that corresponds to the rating of that entity by that Note Rating Agency or Insurer Rating Agency as set forth in Exhibit C.
Rating Levels. The level of ratings for each individual element and the summary rating are described in NARA PERSONNEL 300, Chapter 430 and are as follows: outstanding, highly successful, fully successful, minimally satisfactory, and unacceptable. If the rating levels in Chapter 430 are changed they will apply and will supersede the above stated levels. Evaluation Form. Any element rated other than "fully successful" will be justified in writing on the Agency's evaluation form. Each employee will be given a copy of the rating. Employees will receive their ratings normally within 60 calendar days after the end of the Uniform Performance Appraisal Rating Period. The employee will be notified if HT grants a 30-day extension under NARA Interim Guidance 300-15 ( December 31, 2001). General Performance Level Definitions. Outstanding. Rare, high quality performance which leaves little room for improvement. Performance consistently far exceeds standards established at the highly successful level and makes an unusual contribution towards achieving organizational objectives. Highly successful. Unusually good performance which is consistently better than expected of most employees. Performance meets or exceeds all standards established at this level and makes a significant contribution towards achieving organizational objectives. Fully successful. Good performance and work quality and quantity indicative of a fully competent employees. Performance meets all standards established at this level and contributes towards achieving organizational objectives. Minimally successful. Performance below the level expected of most employees; the minimum level for retention on the job. Performance meets standards established at this level. Unacceptable. Performance that is inadequate for retention in the job. Performance fails to meet minimally successful performance standards on one or more critical elements. Each employee will be issued a performance plan in accordance with Chapter 430 on NA Form 3020 with critical elements and performance standards specifically defined for her or his position.
Rating Levels a. The Rating Official must assign a rating level for each critical and non-critical performance element (unless the employee has had no opportunity to demonstrate performance on job elements, which must be noted on the evaluation form).
Rating Levels. For purposes of the definitions of “Group A Obligor”, “Group B Obligor” and “Group C Obligor”, if an Obligor is rated at different levels by Standard & Poor’s and Moody’s, then: (i) if such ratings are one level apart, then the lower of the two ratings shall apply, (ii) if such ratings are more than one level apart, then the rating level exactly halfway between the two ratings shall apply and (iii) if such ratings are more than one level apart, and no rating level that is exactly halfway between the two ratings can be determined, then the rating level immediately below the rating level that would be exactly halfway between such rating levels shall apply. 701648899 12403015 I EXHIBIT II CONDITIONS OF PURCHASES
