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Performance: Critical Elements and Standards

(Page 2 of 3)

Application  |  Arbitral Review  |  Establishment  |  Incentive Pay/Awards
Negotiations  |  Notification/Participation  |  Performance–based Actions
Timeliness  |  Within–grade Increase  |  Miscellaneous


Establishment
  1. Establishing a minimum performance standard for employees to meet in order to continue in the employment of the agency. NTEU, 3 FLRA 769 [NN]
  2. Identifying critical elements and establishing performance standards for the purpose of job retention. NTEU, 3 FLRA 769 [NN]
  3. Performance standards and critical elements to be fair, equitable and consistent with applicable classification standards. AFGE, AFL–CIO, Local 32, 3 FLRA 784, Proposal 5 [NN]
  4. Defining performance standard and critical element differently from, but not inconsistent with, definitions used in Office of Personnel Management regulations. AFGE, AFL–CIO, Local 32, 3 FLRA 784, Proposals 2 and 3 [N]
  5. Defining critical element. AFGE, AFL–CIO, Local 32, 3 FLRA 784, Proposal 4 [NN]
  6. The employer agrees to develop reasonable performance standards for unit employees. AFGE, AFL–CIO, Local 3656, 4 FLRA 702 [N]
  7. Critical elements of a position to be based only on the grade controlling factors of a position and weighted in direct proportion to their relative importance in–grade determination. AFGE, AFL–CIO, Local 1968, 5 FLRA 70, Proposal 1 [NN]
  8. Only “more critical” elements of a position will be included as evaluative criteria. NFFE, Local 1497, 6 FLRA 9 [NN]
  9. Employees with the same position description will also have the same performance standards and limiting evaluation criteria that will be limited to “only the more critical elements of a position.” NFFE, Local 1497, 6 FLRA 9 [NN]
  10. Identical standards for employees with the same position descriptions. NFFE, Local 1497, 6 FLRA 9 [NN]
  11. Setting a limit on the number of critical elements that could be established for bargaining unit positions. NFFE, Local 1028, 7 FLRA 119, Proposal 1 [NN]
  12. Limiting critical elements to the grade controlling factors of a position and requiring that they be weighted in direct proportion to the factor's importance in grade determination. AFGE, AFL–CIO, Local 3804, 7 FLRA 217, Proposal 1 (first and second sentences) [NN]
  13. Performance standards to be fair, objective, reasonable and directly related to the employee’s official position. AFGE, AFL–CIO, Local 3804, 7 FLRA 217, Proposal 2 [N]
  14. Performance standards and critical elements to be consistent with the duties and responsibilities contained in a properly classified position description. AFGE, AFL–CIO, Local 2849, 7 FLRA 571, Proposal 1 (first sentence) [N]
  15. Performance standards will make allowances for factors beyond the control of the employee. AFGE, AFL–CIO, Local 2849, 7 FLRA 571, Proposal 3 (second sentence) [N]
  16. The critical elements of a position to be based only on the grade controlling factors of a position in direct proportion to their relative importance in grade determination. AFGE, AFL–CIO, Local 1858, 7 FLRA 794, Proposal 1 [NN]
  17. Limiting the number of beef carcasses a meat grader may be required to grade in an hour. AFGE, AFL–CIO, Meat Graders Council, 8 FLRA 118, Proposal 1 [NN]
  18. Prohibiting management from using performance standards which consider elements of supervisory work, such as personnel management, Equal Employment Opportunity, developing performance standards for subordinates, etc. and which contain a compendia of administrative regulations, rules, standard operating procedures, and the like, and matters of general conduct. NFFE, Local 1437, 8 FLRA 414, Proposals 1 and 2 [NN]
  19. Critical elements to be objective and directly related to the employee's position. AFGE, AFL–CIO, Local 2192, 9 FLRA 716, Proposal 2 [N]
  20. Management to bargain over “basic requirement figures” which constitute performance standards. AFGE, AFL–CIO, Local 1923, 9 FLRA 899 [N]
  21. Prohibiting performance of certain security activities by union employees. IAFF, AFL–CIO, Local F–215, 8 FLRA 417, Proposal 1 [NN]
  22. Non–critical elements and the performance standards for non-critical elements. NTEU, 13 FLRA 325, Proposals 1 and 2 [NN]
  23. Critical elements and performance standards governing professional work shall not specify quantity. IFPTE, AFL–CIO, Local 25, 13 FLRA 433, Proposal 1 (seventh sentence) [NN]
  24. Performance elements and standards for all GS–l through GS–12 and all Federal Wage System employees. IFPTE, AFL–CIO, Local 25, 13 FLRA 433, Proposal 1 (first sentence) [N]
  25. The same critical elements for the same job descriptions under the same supervisor. IFPTE, AFL–CIO, Local 25, 13 FLRA 433, Proposal 1 (third sentence) [NN]
  26. Establishing the number of critical elements. IFPTE, AFL–CIO, Local 25, 13 FLRA 433, Proposal 1 (fourth sentence) [NN]
  27. Critical elements should be related to the grade controlling duties of a position. AFGE, AFL–CIO, Local 3483, 13 FLRA 446, Proposal 3, Section 3 [NN]
  28. Establishing the performance standards for job retention. AFGE, AFL–CIO, Local 1395, 14 FLRA 408, Proposal 1 [NN]
  29. Setting forth standards of productivity for claims authorizer and benefit authorizer trainees in terms of numbers of cases and accuracy of result. AFGE, AFL–CIO, Local 1395, 14 FLRA 408, Proposal 1 [NN]
  30. Defining critical element. AFGE, AFL–CIO, Local 3477, 14 FLRA 427, Proposal 2 [N]
  31. Establishing conditions that must be met before production studies or goals may be translated into performance standards. AFGE, AFL–CIO, Local 1708, 15 FLRA 3, Proposal 1 (third sentence) [NN]
  32. Setting conditions that must be met before production studies or goals can be translated into performance standards. AFGE, AFL–CIO, Local 2302, 15 FLRA 17, Proposal 3 [NN]
  33. Positions that are essentially the same have the same critical elements. AFGE, AFL–CIO, Local 2302, 15 FLRA 17, Proposal 1 [NN]
  34. Relieving employees of responsibility for the accuracy of the instruments used in their work. AFGE, AFL–CIO, Local 644, 15 FLRA 902, Proposal 5 [NN]
  35. Defining errors, prescribing what performance in terms of accuracy is to be deemed unacceptable for job retention. AFGE, AFL–CIO, Local 1760, 15 FLRA 909 [NN]
  36. Setting forth several requirements relating to establishment of performance standards. AFGE, AFL–CIO, Local 1940, 16 FLRA 816, Proposal 2 [NN]
  37. Defining job element, critical element, non critical element, and performance standard that do not conflict with law or government–wide regulation. AFGE, AFL–CIO, Local 1940, 16 FLRA 816, Proposal 1 [N]
  38. Performance standards themselves must be fair and equitable. AFGE, AFL–CIO, Local 32, 16 FLRA 948, Proposal 3 [NN]
  39. Agency to adjust time limits for claims development to take into consideration the additional research and development time needed. NFFE, 17 FLRA 657, Proposal 2 [NN]
  40. Agency mistakes in estimating claimants' future income against a category of errors considered less severe. NFFE, 17 FLRA 657, Proposal 3 [NN]
  41. Any and all standards used to evaluate employee performance shall be fair and equitable and shall be implemented and administered in such a way that every employee can be reasonably expected to meet the standards. AFSCME, AFL–CIO, Locals 2477 & 2910, 17 FLRA 786, Proposal 1 [N]
  42. Performance standards will be fair, objective and job related. AFGE, AFL–CIO, Local 3748, 20 FLRA 495, Article 16, Section 2 [NN]
  43. Agency to adhere to law, regulation and the agreement when establishing critical and non–critical elements, and performance standards. AFGE, AFL–CIO, Local 1923, 21 FLRA 178, Proposal 1 [N]
  44. Establishing alternatives management “should” adopt before reducing in grade or removing an employee for unacceptable performance. AFGE, AFL–CIO, Local 1923, 21 FLRA 178, Proposal 6 [NN]
  45. Prohibiting the agency from designating collateral duties as critical elements. Tidewater Virginia Federal Employees Metal Trades Council, 25 FLRA 3, Proposal 4 [NN]
  46. Agency to provide the union with a full explanation as to how performance standards were arrived at along with all supporting documentation. AFGE, AFL–CIO, Local 1760, 25 FLRA 16, Proposal 3C [N]
  47. Management, within a given job classification, to establish the same performance standards and rating levels for employees performing the same job functions. POPA, 25 FLRA 384, Section 3.E. [NN]
  48. Where employees in different job classifications are performing similar job functions, the performance standards and ratings levels for those employees shall be comparable and any differences in standards and levels shall be reasonably based on differences in job functions. POPA, 25 FLRA 384, Section 3.F. [NN]
  49. Contents of performance standards to be fair, equitable and reasonable. POPA, 25 FLRA 382, Section 3. Section 3.K. [NN]
  50. Where employees encounter conflicts between timeliness goals and other goals they should give priority to qualitative work requirements over quantitative work requirements unless management has explicitly set different priorities. POPA, 25 FLRA 384, Section 4.A. [NN]
  51. Establishing a criterion of reasonableness for all timeliness performance standards. POPA, 25 FLRA 384, Section 4.C. [NN]
  52. Management to adjust the contents of performance standards in specified circumstances. POPA, 25 FLRA 384, Section 9 [NN]
  53. Performance elements and standards must be consistent with the duties and responsibilities contained in the employee’s position description. NTEU, 25 FLRA 1067, Proposal 4 [N]
  54. Positions with a common job description have the same critical elements. AFGE, AFL–CIO, Local 1858, 26 FLRA 102, Provision 1 [NN]
  55. Establishing a “normal” maximum of three to five critical elements for each job in the performance appraisal system. NFFE, Local 1461, 26 FLRA 808, Provision 1 [NN]
  56. Positions with essentially the same duties and responsibilities under a common job description have essentially the same major job elements. AFGE, AFL–CIO, Local 1858, 27 FLRA 69, Provision 5 [NN]
  57. Defining a negative performance standard and requiring the agency to provide the employee with a written justification when this type of standard is used. NFFE, Local 1798, 27 FLRA 239, Proposal 3, Section 1(F) [NN]
  58. Concerning the establishment and content of performance standards and critical element. NFFE, Local 1623, 28 FLRA 633, Provision 3 [NN]
  59. Separate performance standards for employees who spend less than 45 percent of their productive time on regular work. AFGE, AFL–CIO, Local 32, 28 FLRA 714, Proposal 14 [NN]
  60. Performance standards will take account of the fact that employees are not responsible for delays and failures of the automated support systems. AFGE, AFL–CIO, Local 32, 28 FLRA 714, Proposal 15 [NN]
  61. Establishing the content of elements and standards. AFGE, AFL–CIO, Local 1458, 29 FLRA 3, Provision 4 [NN]
  62. Rating elements to be job-related, accurate and measurable and that abstract subjective elements not be used to address the content of rating elements rather than the application of those elements. AFGE, AFL–CIO, National Council of VA Locals, 29 FLRA 515, Proposal 8, Section 1 [NN]
  63. Employees in like assignments will be rated on like elements. AFGE, AFL–CIO, National Council of VA Locals, 29 FLRA 515, Proposal 8, Section 2 [NN]
  64. Supervisor to make a written report giving the reasons for rejecting employee suggestions regarding performance standards. POPA, 29 FLRA 1389, Proposal 1 (third sentence) [NN]
  65. Agency to alter performance standards of patentability determinations and actions taken for patent examiners having less than full signatory authority. POPA, 29 FLRA 1389, Proposal 4 (second sentence) [NN]
  66. Establishing criterion for determining the degree of responsibility for errors that would be used in evaluating patent examiners, who are below the full performance level, for promotion. POPA, 29 FLRA 1389, Proposal 5.C.3 [N]
  67. Precluding management from establishing performance standards that hold employees responsible to any degree when levels of performance are affected by matters beyond an employee’s control. NTEU, Chapter 237, 32 FLRA 62, Provision 1 [NN]
  68. Agency to comply with applicable law establishing performance. NTEU, Chapters 213 and 228, 32 FLRA 578, Provision 3 (first sentence) [N]
  69. Performance standards to be written in conformance with particular criteria. NTEU, Chapters 213 and 228, 32 FLRA 578, Provision 3 (second and third sentences) [NN]
  70. Agency to furnish the union a written statement setting forth the reasons for selection of critical elements in the performance plan. AFGE, AFL–CIO, National Council of Field Assessment Locals, 32 FLRA 982, Proposal 1 [N]
  71. Agency to provide the union with statistical data that the agency used to develop the performance standards for the position. AFGE, AFL–CIO, National Council of Field Assessment Locals, 32 FLRA 982, Proposal 2 [N]
  72. Obligating management to develop numerical standards for level 4 when standards are stated for levels 2 and 3 in a 5–level performance standard. AFGE, AFL–CIO, Local 3172, 35 FLRA 1276, Proposal 6 [N]
  73. Seeking to include in the agreement a statement that the union does not necessarily agree with local supplementary numerical performance standards developed by management. AFGE, AFL–CIO, Local 3172, 35 FLRA 1276, Proposal 7 [N]
  74. Allowing employees to negotiate over the content of performance standards. NAGE, Local R1–144, Federal Union of Scientists and Engineers, 38 FLRA 456, Proposal 4 (second sentence) [NN]
  75. The content of performance standards. NTEU, 39 FLRA 346, Provision 2 [NN]
  76. Prescribing substantive criteria with which the content of performance elements must comply. NTEU, 42 FLRA 964, Provision 5 [NN]
  77. Allowing for employee participation in the establishment of performance standards. NTEU, 42 FLRA 964, Provision 3 (second sentence) [N]
  78. Providing that critical elements and performance standards for the union president will be written and evaluated by a neutral source outside the agency. NAGE, Local R1–144, Federal Union of Scientists and Engineers, 42 FLRA 1285, Proposal 2 [NN]
  79. Requiring performance standards to make allowances for factors beyond employees’ control. NFFE, Local 1974, 46 FLRA 1170, Proposal 1 [N]
  80. Requiring performance standards to be reasonably attainable by every employee. NFFE, Local 1974, 46 FLRA 1170, Proposal 2 [NN]
  81. Mandating that the agency use certain statistical methods. NFFE, Local 1974, 46 FLRA 1170, Proposal 3 [N]
  82. Requiring that the sample size of work be the same for certain employees. NFFE, Local 1974, 46 FLRA 1170, Proposal 4 (first sentence) [N]
  83. Providing for use of valid statistical methods. NFFE, Local 1974, 46 FLRA 1170, Proposal 4 (second and third sentences) [N]
  84. Establishing an implementation date for new standards. NFFE, Local 1974, 46 FLRA 1170, Proposal 6 [N]
  85. The agency to identify critical and other performance elements for each employee. POPA, 47 FLRA 10, Provision 7 (first sentence) [NN]
  86. Limiting the agency's discretion to determine the content of performance standards. POPA, 47 FLRA 10, Provision 7 (second sentence, first part) [NN]
  87. Performance elements to be consistent with the duties and responsibilities of an employee’s position description. POPA, 47 FLRA 10, Provision 7 (second sentence, second part) [N]. Reversed in Patent Office Professional Association v. Federal Labor Relations Authority, 26 F.3d 1148 (D.C. Cir. 1994).
  88. Concerning the designation of critical elements. POPA, 47 FLRA 10, Provision 8 [N]. Reversed in Patent Office Professional Association v. Federal Labor Relations Authority, 26 F.3d 1148 (D.C. Cir. 1994).
  89. Requiring management to respond in writing to written requests for explanations as to why it has not established performance standards in a particular manner. POPA, 47 FLRA 10, Provision 10 [N]
  90. Performance standards will be objective and job–related. POPA, 47 FLRA 10, Provision 12 [N]. Reversed in Patent Office Professional Association v. Federal Labor Relations Authority, 26 F.3d 1148 (D.C. Cir. 1994).
  91. Any criterion or policy referenced in a performance standard will be attached in written form to the performance appraisal plan. POPA, 47 FLRA 10, Provision 13 [N]
  92. Establishing the level of performance in individual job elements necessary to achieve a particular summary rating for overall performance. AFGE, AFL–CIO, Council of Locals 163, 52 FLRA 1063 [NN, (a)(2)(A) and (B)]
  93. The Agency to provide statistical data relied upon to develop performance standards and position descriptions. NAGE, Local R1–100, 61 FLRA 480, Proposal 2 [NN, (a)(2)(B)]

Incentive Pay/Awards

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  1. Performance appraisals will be the sole consideration in granting quality step increases and sustained superior performance awards. AFGE, AFL–CIO, Local 3477, 14 FLRA 427, Proposal 3 [N]
  2. Setting performance standards which must be attained for incentive pay. NTEU, 14 FLRA 463, Proposal 1 [NN]
  3. Every task will be included in a performance test and be eligible for incentive pay. NTEU, 14 FLRA 463, Proposal 3 (first sentence) [NN]
  4. Employees will be informed of tasks excluded and given a list of job elements for which incentive pay may be awarded. NTEU, 14 FLRA 463, Proposal 3 (second sentence) [N]
  5. Allowing employees to divide tasks in the test among themselves or requiring management to assign tasks so that each participating employee is given, to–the maximum extent feasible, a fair and equitable chance to earn incentive pay. NTEU, 14 FLRA 463, Proposal 4 [N]
  6. Monetary award to an employee who has received an outstanding performance rating. AFGE, AFL–CIO, Local 1940, 16 FLRA 816, Proposal 4. A. [NN]
  7. Management to give a performance award to any employee whose performance is outstanding or exceeds normal requirements. AFSCME, AFL–CIO, Locals 2477 and 2910, 17 FLRA 786, Proposals 2 and 3 [NN]
  8. Prescribing the level of achievement (an outstanding rating on one critical element) sufficient to entitle an employee to a quality step increase. AFGE, AFL–CIO, Local 32, 19 FLRA 743, Proposal 1 [NN]
  9. Agency to give an employee an award if the employee meets the announced standard for the award. AFGE, AFL–CIO, Local 32, 19 FLRA 743, Proposal 2 [NN]
  10. Establishing a range of awards in terms of percentage of salary for superior or outstanding performance. AFGE, AFL–CIO, Local 3477, 21 FLRA 90, Proposal 1 [NN]. Remanded to Federal Labor Relations Authority in American Federation of Government Employees v. Federal Labor Relations Authority, 86-1286 (D.C. Cir. 1986). On remand, AFGE, AFL–CIO, Local 3477, 27 FLRA 440, Proposal 1 [N]
  11. Establishing mandatory performance awards as various percentages of salary (10% for outstanding, 6% for commendable, 3% for fully successful). NTEU, Chapter 245, 30 FLRA 1219, Proposal 1 [N]
  12. Mandating a Quality Step Increase if certain conditions are met. NTEU, Chapter 245, 30 FLRA 1219 Proposal 2 [NN]
  13. Defining the pool of employees eligible for performance awards as bargaining unit employees represented by American Federation of Government Employees. AFGE, AFL–CIO, Local 3836, 31 FLRA 921, Proposal 2 [N]
  14. Agency to allocate an amount of its overall performance awards budget to the bargaining unit which is not less than the agency allocates to any other pool. AFGE, AFL–CIO, Local 3836, 31 FLRA 921, Proposal 1 [N]
  15. Agency to grant cash performance awards based solely on an employee's performance rating. NAGE, Locals R4–26 and R4–106, 32 FLRA 607, Proposal 2 [N]. Reversed in Langley Air Force Base v. Federal Labor Relations Authority, 878 F. 2d 1430 (4th Cir. 1989).
  16. Establishing the amount of an individual award by specifying the percentage of an employee’s salary, including a range of percentages for excellent or superior ratings. NAGE, Locals R4–26 and R4–106, 32 FLRA 607, Proposals 3 and 5 [N]
  17. Prescribing monetary awards to be paid to employees who attain specified levels of performance. Tidewater Virginia Federal Employees Metal Trades Council, 37 FLRA 938, Proposal 2 [NN]
  18. Prescribing a budgetary allocation for awards. NAGE, Local R1–144, Federal Union of Scientists and Engineers, 38 FLRA 456, Proposals 7 (second and third sentences) [NN]
  19. Assigning responsibilities relating to awards to the Personnel Department. NAGE, Local R1–144, Federal Union of Scientists and Engineers, 38 FLRA 456, Proposal 7 (fifth sentence) [NN]
  20. Assigning responsibilities relating to awards to specified officials. NAGE, Local R1–144, Federal Union of Scientists and Engineers, 38 FLRA 456, Proposal 8 [NN]
  21. Requiring, in certain circumstances, that a Quality Step Increase be awarded. NAGE, Local R1–144, Federal Union of Scientists and Engineers, 38 FLRA 456, Proposal 9 [NN]
  22. Relating to dividing funds for awards into pools. NAGE, Local R1–144, Federal Union of Scientists and Engineers, 38 FLRA 456, Proposal 10 (first and third sentences) [N]
  23. Relating to the amount of funds to be budgeted for awards. NAGE, Local R1–144, Federal Union of Scientists and Engineers, 38 FLRA 456, Proposal 10 (second sentence) [NN]
  24. Addressing the types and amounts of awards that may be given for a particular performance rating. NAGE, Local R1–144, Federal Union of Scientists and Engineers, 38 FLRA 456, Proposals 11 and 12 [N]. Remanded to Federal Labor Relations Authority in Newport Naval Underwater Systems Center v. Federal Labor Relations Authority, No. 91–1045 (D.C. Cir. 1991). On remand, NAGE, Local R1–144, Federal Union of Scientists and Engineers, 43 FLRA 47, Proposals 11 and 12 [NN].
  25. Mandating performance awards for employees with specified summary ratings, consistent with budgetary constraints. AFGE, AFL–CIO, Local 1770, 38 FLRA 626 [NN]
  26. Requiring that the agency have a reason for its disposition of a recommendation for awards but which does not limit its ability to disapprove the recommendation. AFGE, AFL–CIO, Local 1409, 38 FLRA 747 [N]
  27. Designating the Commander as the official responsible for tasks associated with exercising the discretion to increase the range of awards in individual cases. AFGE, AFL–CIO, Local 1409, 38 FLRA 747, Proposal's Last Sentence [NN]
  28. Prescribing monetary awards to be paid to employees who attain specified levels of performance. Association of Civilian Technicians, 38 FLRA 1005, Proposal 1 [NN]
  29. Establishing the maximum performance awards pool funding level for each activity and for the bargaining unit. IFPTE, AFL–CIO, Local 1, 38 FLRA 1589, Proposal 1 [NN]
  30. Requiring the agency to pay an employee the dollar value of shares earned in the performance awards pool in accordance with the employee’s performance rating. IFPTE, AFL–CIO, Local 1, 38 FLRA 1589, Proposal 2 [NN]
  31. Mandating the granting of awards. NTEU, 40 FLRA 3 [NN]. Upheld in National Treasury Employees Union v. Federal Labor Relations Authority, 957 F.2d 912 (D.C. Cir. 1992).
  32. Mandating the granting of awards. NAGE, 40 FLRA 33 [NN]
  33. The granting of incentive awards based on performance ratings. NTEU, 41 FLRA 1349, Provision 3 [NN]
  34. Addressing the union president's eligibility for performance awards. NAGE, Local R1–144, Federal Union of Scientists and Engineers, 42 FLRA 1285, Proposal 3 [NN]
  35. Mandating the issuance of awards at prescribed dollar amounts. NTEU, 43 FLRA 1442, Proposal 16, Sections A, B and C [NN]. Reversed in National Treasury Employees Union v. Federal Labor Relations Authority, 30 F.3d 1510 (D.C. Cir. 1994).
  36. Mandating performance awards for employees without regard to review and approval by the agency. Washington Area Metal Trades Council, 44 FLRA 733, Sections 2 and 3 [NN]
  37. Concerning monetary performance awards. IFPTE, AFL–CIO, Local 89, 45 FLRA 597, Proposals 1.1–1.5 [NN]
  38. Concerning awards for employees who are detailed to higher–graded positions. NTEU, 45 FLRA 696, Provision 3 [N]
  39. Employees with outstanding ratings will receive cash awards of a minimum of 2.5% of their annual salaries. NFFE, Local 1482, 45 FLRA 1346, Proposal A [NN]
  40. The agency will give cash awards to all employees with outstanding ratings at a minimum of 2.5% of their salaries. NFFE, Local 1482, 45 FLRA 1346, Proposal B [NN]
  41. Requiring the agency to provide the union with access at any time to employee documents containing reasons why individual employees, also rated highly successful, did not receive cash awards. NFFE, Local 1482, 45 FLRA 1346, Proposal B, Last Paragraph [N]
  42. Certain employees will receive monetary performance awards. NTEU, 46 FLRA 696, Provisions 42 and 43 [NN]
  43. Requiring negotiation of a formula for distribution of awards. NTEU, 46 FLRA 696, Provision 44 [NN]
  44. Requiring the agency to grant a step increase to employees who acquire certain academic degrees. IBPO, 47 FLRA 397, Proposal 5 [NN]
  45. The agency assure that employees at all grade levels will be reasonably represented in the performance awards given. NFFE, Local 858, 48 FLRA 552, Proposal 2, Section D [NN, GWR]
  46. Mandating that all employees who are rated above the fully successful level will receive high quality step increases. NFFE, Local 858, 48 FLRA 552, Proposal 2, Section E [NN, GWR]
  47. Mandating that all employees who are rated above the fully successful level for 2 consecutive years will receive a sustained superior performance award. NFFE, Local 858, 48 FLRA 552, Proposal 2, Section F [NN, GWR]
  48. Establishing a scale for determining the amount of awards based on levels of performance and rates of production. NTEU, 52 FLRA 1265, Proposal 4 [N]
  49. Allowing employees to choose among a specified group of award forms that the agency has decided are appropriated for the employee. NAGE, Local R1–203, 55 FLRA 1081, Proposal 1 [N]

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