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Yes. Agencies may use any procedures they deem appropriate for considering performance when granting awards and taking other personnel actions, with the following exceptions: assigning additional service credit in a reduction in force and granting within-grade increases for General Schedule employees and prevailing rate system employees, which are tied to ratings of record and performance ratings respectively.
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Ideally, an agency would close out the current appraisal period and issue ratings of record at the time specified under the existing appraisal program and then begin the next appraisal period under the terms of the new program.
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Agencies are encouraged to involve employees in the design and implementation of their appraisal programs, award programs, and employee performance plans. Of course, where a union has been granted exclusive recognition, such involvement for bargaining unit employees must be through their elected union representatives.
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An agency program must specify the length of its
minimum period and that minimum must fall within any limits established by the agency appraisal system. When an agency decides to use the minimum period as the length of the opportunity period, the minimum period is one of the program features that may be subject to third-party review. Agencies are advised to be careful in determining the time limits to be used and avoid setting minimum periods that might be judged unreasonably short.
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No. The level designators (Level 1, Level 2, Level 3, Level 4, Level 5) described in Governmentwide regulations address summary levels only. An agency appraisal program can be designed to appraise elements using a mix of rating levels. For example, critical elements might be appraised at five levels and non-critical elements appraised as pass/fail. A methodology for deriving a summary rating must be in place, however. Agencies have flexibility to determine how their elements are appraised and their particular program design choices that agencies and their subcomponents make should reflect their own situations and needs.
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At a minimum, these four features must have a single definition for each program:
- employee coverage
- appraisal period length
- pattern of summary levels for ratings of record
- summary level derivation method
If multiple definitions are intended for any one of these features, separate programs must be established.
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No. Regulations do not require that the appraisal period be ended to change appraisal programs. However, agencies need to remember that the regulations permit only a single rating of record in a given appraisal period.
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Yes, for excepted service positions only. OPM has the authority to exclude positions not in the competitive service from the requirements when requested by the head of the agency.
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Yes. Provided the temporary employees meet the Governmentwide requirements. An agency may exclude an employee who:
is serving in a position under a temporary position for less than 1 year,
agrees to serve without a performance evaluation, and
will not be considered for a reappointment or for an increase in pay based in whole or in part on performance.
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Technically, no. However, agencies need to consider carefully the effect that switching to a different pattern of summary levels may have on employee expectations regarding performance appraisal results and their related consequences. Such expectations are established at the beginning of the appraisal period.
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