Does an employee have to have a performance rating or a rating of record of Unacceptable before a performance-based action can be taken?
No, not at all. Both a performance rating and a rating of record involve the evaluation of an employee’s performance against all the elements and standards in the performance plan. At any time during the appraisal period, an agency can make the determination that an employee’s performance is unacceptable on one or more critical elements. This determination is sufficient to begin the process that could lead to a performance-based action if the employee’s performance fails to improve to an acceptable level.
Related Questions
- What happens if the supervisor fails to record the date the employee was given (or mailed) his/her rating or re-rating on Page 1 of the PPR form?
- Can an agency use a close-out performance rating brought by an employee transferring in from another agency as a rating of record?
- How long should the rating supervisor keep the supervisory file (containing performance documentation) on an employee?
