Rating Performance Clause Samples
The "Rating Performance" clause defines the standards or criteria by which a party's performance will be evaluated, often in the context of service delivery or contractual obligations. Typically, this clause outlines the metrics, benchmarks, or rating systems that will be used to assess whether the agreed-upon performance levels are being met, such as customer satisfaction scores, response times, or quality ratings. Its core practical function is to provide an objective basis for measuring performance, ensuring accountability, and facilitating the resolution of disputes related to service quality or contract fulfillment.
Rating Performance. 1. The DoD and DLA rating cycle begins April 1st and ends on March 31st each year. Ratings will be based on at least 90 calendar days working under an approved performance plan. When an employee changes from one position to another, but has served 90 calendar days in the former assignment for the losing supervisor, a narrative assessment will be prepared and forwarded to the gaining supervisor. To the extent that it is applicable, that narrative assessment will be considered when the employee's performance is rated at the end of the appraisal period. When a position change occurs during the last 90 days of the appraisal period and the employee is otherwise eligible for a rating, a rating of performance will be prepared. Ratings thus prepared will become the rating of record for the appraisal period.
Rating Performance. Normally, a written final performance appraisal rating (record of rating) will be issued to each employee by October 30. If a performance cycle has been extended, the supervisor should rate employees within fifteen (15) days from the end of the extended cycle.
Rating Performance. A. The supervisor will meet with the employee at the beginning of the rating period and ensure the employee understands the job performance elements and job performance standards, has a copy of the elements and standards, and has a current copy of their position description.
B. At least semi-annually, performance reviews will be provided in writing. Quarterly reviews will be required upon request of the employee. The request will be submitted to the supervisor in writing and the supervisor will provide the quarterly reviews in a timely manner. The supervisor will inform the employee that he or she may have a copy of the summary if he or she desires. The original will be placed in the employee’s Supervisor’s Record of Employee.
C. At the end of the annual rating period, the supervisor’s evaluation will make allowances, as appropriate, for factors beyond the control of the employee which may have caused the employee not to achieve a specific performance level (e.g., Union official duties, EEO counselor duties, extended illnesses, long-term training, TDY, etc.). Employees will be rated only on the actual time spent functioning against their performance standards.
D. Ratings of record are effective on the date approved and remain in effect until replaced by another rating of record. Normally, all annual ratings will be approved on the same date, unless an early annual rating or an extension of that rating is required. In cases where the rating due date has been extended, a memo indicating the reason for the delay and the new rating due date (if known) must be prepared by the supervisor and given to the concerned employee. A copy will also be forwarded to the Customer Support Unit prior to the original due date.
Rating Performance. A. Performance review is a continuous process involving periodic discussions between the supervisor, and employee.
B. Employees will be kept informed of their progress toward meeting performance standards. Employees, at a minimum, will be provided three documented performance discussions per rating period. These required discussions will include the initial performance plan meeting, at least one progress review that will happen near the mid-point of the rating cycle, and a final performance appraisal discussion to communicate the rating of record. Written quarterly reviews will be required upon request of the employee. The request will be submitted to the supervisor in writing, and the quarterly review will be provided in a timely manner. A copy of any quarterly/semi-annual written performance review will be provided to the employee and the original placed in the Supervisor's Record of Employee.
C. Employees will be rated only on the actual time spent functioning against their performance standards.
D. Employees will be given a special appraisal at the conclusion of a temporary assignment lasting at least 90 days.
E. Employees must perform work under new or revised standards/elements for at least 90 days prior to being rated on those standards/elements.
F. Ratings of record remain in effect until replaced by another rating of record.
G. Self-assessments are voluntary but if provided, employee self-assessments should be given serious consideration in developing the performance rating for that employee. An employee will not receive a lower rating solely because the employee chose not to provide the voluntary self-assessment.
▇. The purpose of performance narratives is to justify how an employee’s rating is determined and provide support for recognition and rewards .