Application  |  Delay  |  Counseling  |  Frequency
Information  |  Limitations  |  Notification  |  Rating Levels  |  Timeliness
Training  |  Union Officials  |  Within Grade Increase  |  Miscellaneous

1. Performance appraisal will be discussed with the employee before it is discussed with the reviewer. NFFE, 13 FLRA 426, Proposal 1 [N]
2. Failure of a supervisor to provide an employee timely notice that he or she is not performing at an acceptable level constitutes proof that an employee is performing at an acceptable level. AFGE, Local 32, 14 FLRA 6, Proposal 7 [N]
3. Providing for 60 days notice of a performance based action. NFFE, Local 476, 26 FLRA 217 [N]
4. Agency to provide advance notification to teachers of classrooms visits used to prepare evaluation reports and to identify deficiencies in performance. NFFE, Local 1263, 29 FLRA 61, Proposal 1, Section 1A(a) [NN]
5. Supervisor to informally keep an employee informed on a daily basis about his/her performance. AFGE, National Council of VA Locals, 29 FLRA 515, Proposal 8, Subsection C(1) [NN]
6. Agency to appraise an employees’ performance halfway through the performance appraisal cycle. AFGE, National Council of VA Locals, 29 FLRA 515, Proposal 8, Subsection C(2) [N]
7. If an appraising official is recommending a negative determination, that official is to give it to the employee in writing before forwarding it to the Personnel Office. POPA, 29 FLRA 1389, Section 16F.3 (first sentence) [NN]
8. Failure to furnish written notice of a negative determination within the prescribed time limit will be conclusive evidence of an acceptable level of competence. POPA, 29 FLRA 1389, Section 16F.3 (second sentence) [NN]
9. Agency to meet with employees to inform them of the results of classroom observations within 10 days after observations are made. Fort Bragg Association of Educators, 30 FLRA 508, Proposal 33 [N]
10. Management to notify employees of the methods used by management to evaluate them. Fort Bragg Association of Educators, 30 FLRA 508, Proposal 32 [N]
11. Agency to provide performance ratings to employees not later than forty–five calendar days following the end of the rating period. AFGE, Local 2761, 32 FLRA 1006, Provision 5 [N]
12. Requiring the agency to provide employees with advance notice of 1 week before a desk review of employee performance is conducted AFGE, Local 2879, 38 FLRA 244, Provision 1 (first sentence) [NN]
13. Requiring the appraising official to provide a copy of the appraisal to the employee and to discuss this evaluation with the employee before forwarding it to the appropriate reviewing official. National Labor Relations Board Union, 42 FLRA 1305, Proposal 2, Option 1 [NN]
14. Requiring the agency to provide copies of the appraisal documents prepared by the appraising and reviewing officials to the appraised employee. National Labor Relations Board Union, 42 FLRA 1305, Proposal 2, Option 2 [N]
15. Requiring the agency to complete and make certain performance ratings available to employees within a specified time period. NTEU, 44 FLRA 402 [N]

Rating Levels

1. Requiring the number of rating levels for individual elements and summary ratings, as well as the formula for determining the ratings. AFSCME, Council 26, 13 FLRA 578 [NN]
2. Establishing the number of rating levels for ratings on individual elements and on the summary appraisal. AFGE, Local 3028, 13 FLRA 697, Proposals 2 and 3 [NN]
3. Setting the performance rating level for an acceptable level of competence. AFGE, Local 32, 14 FLRA 6, Proposal 5 [NN]
4. Establishing five ratings levels for each critical element. NFFE, Local 29, 14 FLRA 283, Proposal 2 [NN]
5. Establishing five rating levels for appraising an employee’s over–all performance and setting forth criteria for determining the quality of performance necessary to achieve a given overall rating. NFFE, Local 29, 14 FLRA 283, Proposal 3 [NN]
6. Establishing the number of rating levels for the appraisal of an employee’s performance in each job element. International Brotherhood of Boilermakers, Iron Shipbuilders, Blacksmiths, Forgers and Helpers Union, 14 FLRA 457 [NN]
7. Establishing the number of rating levels for an appraisal of overall performance and what quality of performance is required in order to achieve a particular overall rating. NFFE, Local 1332, 14 FLRA 459 [NN]
8. Establishing the number of levels for performance appraisal ratings. AFSCME, Local 2478, 16 FLRA 255 [NN]
9. Establishing the number of rating levels for an appraisal of overall performance and the quality of performance required in order to achieve a particular overall rating. NTEU, 16 FLRA 285 [NN]
10. Setting the number of rating levels and the summary appraisal of overall performance. AFGE, Local 1940, 16 FLRA 816, Proposal 3 [NN]
11. Establishing the number of performance rating levels for each critical element and for the overall performance rating. NTEU, 21 FLRA 1051, Provision 6, Article 8, Section 9 [NN]
12. Establishing four rating categories of levels for rating employees’ overall performance. POPA, 25 FLRA 384, Section 11B [NN]
13. Establishing five rating levels and defining each level, for evaluating an employee’s performance. AFGE, Local 1858, 26 FLRA 102, Provision 2, Article 45, Section 4d [NN]
14. Establishing four levels for rating employees’ performance. NAGE, 26 FLRA 515, Proposal 4, Article 9 [NN]
15. Establishing specific ratings and prescribing the range of scores to correspond to them. Illinois Nurses Association, 27 FLRA 714, Proposal 7, Article (X)VI [NN]
16. Establishing five rating levels, and defining each level for evaluating an employee’s performance. NTEU, 29 FLRA 422, Provision 2, Article 15 [NN]
17. Establishing the level of performance which would be required to achieve a particular summary rating. New York State Nurses Association, 30 FLRA 706, Proposal 18, Section 15 [NN]
18. Establishing performance rating levels and criteria for performance evaluations. Service and Hospital Employees International Union, Local 150, 35 FLRA 521, Provision 5 [NN]
19. Addressing the number of rating levels and the criteria for performance evaluation. NAGE, Local R1–144, 38 FLRA 456, Proposal 5 [NN]
20. Requiring that the fully successful level be the performance level required of an examiner for entry and re–entry into the signatory authority program. POPA, 39 FLRA 783, Proposal 2 [NN]
21. Prescribing the number of rating levels that will be used to evaluate employees’ overall performance and designates those levels. AFGE, Employees Council of GSA Locals, Council 236, 55 FLRA 449 [NN, (a)(2)(A)]
22. Requiring supervisors to rate bargaining unit employees using one of the rating levels described in the proposals (negotiated into the parties’ 1992 agreement) and require the agency to inform employees what level of performance is expected in order to achieve a particular summary rating. AFGE, Local 12, 60 FLRA 533, Proposal 2, Article 12, Section 7e [NN, LAW]

Timeliness

1. Management, when evaluating employees under one standard, to take into account all the other job functions which are assigned to those employees and to make allowances for the amount of time which such additional function take away from the time they are able to devote to achieving “production constancy.” POPA, 25 FLRA 384, Section 4.G [N]
2. Management to make allowances in its evaluations of specified employees so as not to rate them adversely on the performance of work which, for the reasons stated, it is not possible to perform or which would require more time to perform than is actually available under the standard. POPA, 25 FLRA 384, Sections 4H and 4I [N]
3. Management to add points to an employee’s performance rating where work is completed in less than half the time required. POPA, 25 FLRA 384, Section 4J [NN]
4. Except for certain specified circumstances, patent examiners will be required to comply with applicable timeliness standards only once during each quarter of an appraisal period. POPA, 25 FLRA 384, Section 4K [NN]
5. Where the actual amount to time taken to perform a particular work task differs from the production goal, they will be adjusted to reflect the actual time used, unless it is unreasonable. POPA, 25 FLRA 384, Section 9B [NN]
6. Management to record in a special category on a form the amount of time spent by an employee on a specific work task. POPA, 25 FLRA 384, Section 9D [N]
7. Excluding certain time spent performing specified tasks from the amount of time for which employees are held accountable under the production goals. POPA, 25 FLRA 384, Section 9G [NN]
8. Agency to use a particular statistical method in sampling employees’ work to measure its timeliness. NFFE, Local 1454, 26 FLRA 848, Proposals 2–4 [NN]
9. Concerning how the agency samples employees’ work to measure the timeliness of the employees’ work performance. AFGE, Local 32, 28 FLRA 714, Proposal 16 [NN]

Training

1. Agency to provide mutually agreed-upon training to employees as a condition precedent to its evaluation of their performance. AFGE, Local 1395, 14 FLRA 408, Proposal 4 [NN]
2. Agency to provide the union-management committee mutually agreed–upon training to employees as a condition precedent to its evaluation of their performance. AFGE, Local 1395, 14 FLRA 408, Proposal 4 [NN]
3. Employees to be provided written guidance and reference materials needed for satisfactory performance of the job. AFGE, Local 32, 28 FLRA 714, Proposal 4 [N]
4. Requiring training for employees whose performance is less than “Fully Successful. ”NAGE, Local R1–144, Federal Union of Scientists and Engineers, 38 FLRA 456, Proposal 6 [NN]

Union Officials

1. Affording the union the opportunity to be present during an investigatory interview concerning work performance, where the employee believes disciplinary action may result. NTEU, 3 FLRA 769 [N]
2. Union representation on a review board that considered employee appeals of performance evaluations. NAGE, 26 FLRA 515, Proposal 5, Article 9, Section 12 [NN]
3. Giving employees the right to union representation at all hearings and meetings concerning performance evaluation. AFGE, National Council of VA Locals, 29 FLRA 515, Section 4, Subsection E [N]
4. Requiring the activity to honor an employee's request for union representation during a discussion between the employee and the supervisor concerning the issuance of an opportunity to improve performance letter. AFGE, Local 3354, 34 FLRA 919 [N]
5. Providing that the chapter president, chief steward and all other stewards who spend eighty or more hours on bank time in a two–quarter rating period will be exempt from a measured evaluation for that period. NTEU, 39 FLRA 731, Provision 1 [NN]
6. Permitting union representatives who are spending almost all of their time on union representational duties to receive a “revalidated” performance appraisal by spending 120 hours performing regularly assigned work. NTEU, 55 FLRA 1005 [N]

Within Grade Increase

1. Where an employee is found not to be performing at an acceptable level of competence the notice to the employee will provide for a decision on granting the within–grade at the end of 60 days. AFGE, Local 32, 14 FLRA 6, Proposal 8 [N]
2. Excluding the consideration of performance on major job elements which are not critical when awarding or withholding within–grade increases. NFFE, 14 FLRA 283, Proposal 1 [NN]
3. The awarding of a within–grade increase to employees who achieve overall satisfactory performance. AFGE, Local 15, 15 FLRA 954, Proposal 2 [NN]
4. Unsatisfactory rating on a critical element may be cause for denial of a within–grade increase. AFGE, Local 1940, 16 FLRA 816, Proposal 5 [NN]
5. Agency to grant within–grade increases on an annual basis and discontinue two and three intervals. AFGE, Local 3804, 21 FLRA 870, Proposal 8, Article 29, Section 66 [N]
6. Precluding the agency from preparing a new audit when determining whether to grant or withhold a within–grade salary increase. AFGE, Local 1760, 23 FLRA 168, Proposal 1 [NN]
7. Prescribing that “acceptable level of competence” rating warrants the granting of a within–grade increase. POPA, 25 FLRA 384, Section 9H [NN]
8. Precluding management from denying an employee a within-grade increase, or determining that an employee deserves an unacceptable rating or any other disciplinary action, based upon that employee’s performance in the non–critical elements of his or her position. POPA, 25 FLRA 384, Section 11E [NN]
9. Prescribing, on an interim basis, the level of performance necessary for achieving a particular overall rating that would entitle the employee to a within–grade increase. POPA, 25 FLRA 384, Section 11B [NN]
10. An employee who has received a marginal performance rating “may” be granted a within–grade increase. AFGE, Local 1858, 26 FLRA 102, Provision 3, Article 45, Section 6b [NN]
11. A WGI to be granted retroactively when performance improves to acceptable level on competence. NFFE, Local 1623, 28 FLRA 633, Provision 4, Article XXXIV [NN]
12. An employee would be entitled to a within-grade increase at the end of the waiting period if either his average performance over the waiting period is at least satisfactory and his current performance is at least marginal or the performance was justified by unusual circumstances. POPA, 29 FLRA 1389, Proposal 9 [NN]
13. Performance at or above the satisfactory level for six months is sufficiently sustained performance to warrant the grant of a within-grade increase. POPA, 29 FLRA 1389, Proposal 11 [N]
14. Agency to negotiate over whether existing statutory provisions concerning periodic within–grade increases will be included in the parties’ agreement. NTEU, Chapter 213 and 228, 32 FLRA 578, Provision 1 [N]
15. Paraphrasing applicable regulations concerning what constitutes an acceptable level of competence for purposes of granting within–grade increases. NTEU, Chapter 213 and 228, 32 FLRA 578, Provision 2 [N]
16. Requiring advance notification to employees that their within–grade increases may be withheld. NTEU, 40 FLRA 849, Article 29 [N]
17. Requiring specific step increases within a pay band based on an employee’s annual performance rating. NAGE, Local R4–6, 42 FLRA 687, Proposal 13 [N]
18. Requiring that employees receive a quality step increase or a cash award for superior or outstanding performance. NAGE, 43 FLRA 414, Proposal 3 [NN]
19. An employee whose performance later improves to the fully successful level will receive a within–grade increase retroactive to the date it was due. NTEU, 46 FLRA 696, Provision 18, Section 2C [NN]

Miscellaneous

1. Providing for a negotiated appeal system for military appraisals. ACT, Pennsylvania State Council, 3 FLRA 50 [NN]
2. Giving employees the opportunity to evaluate the performance of supervisors and prohibiting supervisors who have not received necessary training from disciplining employees. AFGE, National Council of EEOC Locals, No. 216, 3 FLRA 504 [NN]
3. Creating a joint labor-management committee with the limited power to recommend changes in the performance appraisal system. AFGE, Local 3804, 7 FLRA 217, Proposals 5 and 6, Article VI, Section 8 [N
]
4. Allowing employees to rate supervisors and requiring management to consider those ratings with respect to training, disciplinary action, promotions, and the like. NAGE, Local R7–23, 7 FLRA 736, Article XXXVII [NN]
5. Establishing a specified level of performance as prima facie evidence of good performance for the purpose of making career ladder promotion decisions. NTEU and NTEU Chapter 72, 11 FLRA 271, Proposal 2 [NN]
6. Agency to inform the union of any and all studies it conducts bearing on performance appraisals. AFGE, Local 3483, 13 FLRA 446, Proposal 3, Section 9 [N]
7. Appraisals to be made by a supervisor at the employee’s work site. NFFE, Local 943, 16 FLRA 313, Section D [NN]
8. Agency to give grievants copies of their supervisors’ performance evaluations when they grieve their own. NTEU, Chapter 91, 17 FLRA 534, Proposal 1 [NN]
9. Agency to inform appeals officers of the time supervisors use to review work units and to draft negative performance evaluations. NTEU, Chapter 91, 17 FLRA 534, Proposal 2 [NN]
10. Establishing which supervisor will complete an employee’s performance appraisal when the employee is detailed under the exchange program. AFSCME, Local 2910, 18 FLRA 241, Proposal 4 [NN]
11. Employees detailed under the exchange program will not be subject to the standard performance review procedure. AFSCME, Local 2910, 18 FLRA 241, Proposal 6 [NN]
12. Agency, when an employee changes jobs, to use the employee’s current official performance rating as the entrance rating for one year from its effective date if it is exceptional or highly successful provided the employee has not changed career fields. NFFE, Local 29, 21 FLRA 298 [N]
13. Agency to place in certain employee official personnel folders a letter stating that the employees performed special work. AFGE, Local 32, 22 FLRA 570 [N]
14. Defining the term payment deficiency for performance appraisal purposes. AFGE, Local 1760, 25 FLRA 16, Proposal 2 [NN]
15. Agency to provide training for employees whose performance appraisals identified performance deficiencies. AFGE, Local 1760, 25 FLRA 16, Proposal 1B [NN]
16. Immediate supervisors to conduct orientations regarding the proficiency–rating system and new supervisors to explain their interpretations of the system. Illinois Nurses Association, 28 FLRA 212, Proposal 1, Section 3 [NN]
17. Permitting an employee to provide a self–evaluation. AFGE, National Council of VA Locals, 29 FLRA 515, Proposal 8(D) [N]
18. Giving an employee who believes that the annual rating does not reflect all his accomplishments the right to submit additional material to the Professional Standards Board for consideration. AFGE, 29 FLRA 515, Proposal 8(E) [N]
19. Veterans Affairs will consider providing advancement opportunities for employees demonstrating competence and superior achievement. Illinois Nurses Association, 30 FLRA 706, Proposal 9, Section 7.04 [N]
20. Providing a definition of the probationary period and mandating that the PRBs follow certain procedures in reviewing the performance of probationary employees. NFFE, Council of VA Locals, 31 FLRA 360, Proposal 25, Article 33(a) [NN]
21. Assigning to employees’ immediate supervisors the responsibility for performance progress reviews. AFGE, Local 1345, 48 FLRA 168, Proposal 3 [NN, (a)(2)(B)]
22. Establishing a committee/panel to review an employee's disputed performance plan where the recommendations stemming from the committee would be non-binding upon management's ultimate decision. National Association of Independent Labor, 62 FLRA 1 [N, (b)(2)]