Critical Elements. A. A critical element means a component of a position consisting of one or more duties and responsibilities which contributes toward accomplishing organizational goals and objectives and which is of such importance that unacceptable performance on the element would result in unacceptable performance in the position. Individual Performance Plans will contain only critical elements.
Critical Elements. Performance Standards for Critical Elements (The performance standard for each critical element is specified below; examples for the top three performance levels can be found in the system description)
Critical Elements. The critical elements of the employee’s position involved in each instance of unacceptable performance;
Critical Elements. A. The performance plan must only contain Collective Bargaining Agreement Critical Elements that are specific, measurable, achievable, relevant to the work performed, linked to organizational mission and goals, and are time−bound; Critical Elements may include dates or milestones for specific deliverables or projects.
Critical Elements. A. Rating elements must address the critical functions of an employee’s position. A performance plan normally consists of four to six critical elements. A critical element is a work assignment or responsibility of such importance that unacceptable performance of the element would result in a determination that an employee’s overall performance is Unacceptable. When developing critical elements, consideration should be given to work quality, productivity, customer support, teamwork and cooperation for employee performance plans and management, coaching and leadership for supervisory and managerial plans. The critical elements are to be tied to the core competencies of each occupational group and related customer outcomes/expectations. DCMA managers and supervisors are to develop critical elements for all employees that link to the Agency’s Performance Plan.
Critical Elements. A critical element means a component of a position consisting of one or more duties and responsibilities which contributes toward accomplishing organizational goals and objectives and which is of such importance that unacceptable performance on the element would result in unacceptable performance in the position. Each critical element will be in clear and understandable language to the extent possible. Each employee will be provided a copy of his/her performance plan at the time it is developed, which will contain the critical elements, and performance standards of his/her position.
Critical Elements. The employee and the rating official shall meet at least once each year to review/develop employee performance plan for the upcoming rating year. The duties and responsibilities of employees, as described within official position descriptions of record, shall serve as a basis for the development of critical elements. The critical elements shall be in writing and be signed by the employee and the rating official. Normally, this process will be completed within sixty (60) calendar days of the beginning of the rating period or with sixty (60) calendar days upon assumption of a new position or when the employee has a significant change in critical elements. Amendments may be made to the critical elements in this same manner during the rating year on an as- needed basis and should be noted with both the supervisor’s and employee’s initials. Employees will be rated only on those critical elements that are in effect during the performance appraisal period. Employees must be made aware of the critical elements prior to being rated on that critical element. Employees shall receive copies of their established performance plan, including critical elements and any amendments to the critical elements. Supervisors and employees are encouraged to work to resolve any disagreement which may exist concerning the development of employee critical elements. However, as the Employer retains the right to assign work, if such disagreements cannot be mutually resolved, the Employer shall make the final critical elements determinations. It should be noted that an employee’s signature on the performance plan does not necessarily indicate agreement with the plan, but merely indicates that the plan was communicated to the employee in writing.
Critical Elements. Performance plans must have a minimum of one (1) critical performance element, and each element must have associated performance standards that define expectations. A critical element is a work assignment or responsibility of such importance that unacceptable performance on the element would result in a determination that an employee’s overall performance is rated as “Unacceptable.” Critical elements are only used to measure individual performance; supervisors must not establish critical elements for team performance.
