"Rating" means evaluating employee or group performance against the elements and standards in an employee's performance plan, summarizing that performance, and assigning a rating of record.
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Provides a summary of legislative, regulatory, and Governmentwide policies that relate to 360-degree appraisal. |
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Provides a summary of legislative, regulatory, and Governmentwide policies that relate to Pass/Fail Assessment. |
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An overview of the use of 360-degree feedback. Includes discussion on sources of input, privacy issues, questions, and answers. |
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Explains the requirements and explores flexibilities for assigning retention credit for performance in a reduction in force. |
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Describes the findings of OPM's study, "Poor Performers in Government: A Quest for the True Story," that examines the common perception that there are too many poor performers in the Federal Government. |
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Presents the rating patterns available to agencies and describes new edits OPM is implementing to improve the accuracy of the CPDF database. |
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Describes two agencies' success in using the Internet to post information on their award and performance appraisal programs, and gives examples of the type of information they included. |
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The Performance Management Mailbag(supervising for the minimum appraisal period, 8/99) |
Answers the often-asked question about how long an employee must be under the direction of a supervisor before that supervisor can write an annual appraisal. |
The Performance Management Mailbag (rating performance that includes approved absences, fall/00) |
Explains whether an employee, while out on approved leave, may be held accountable for a work performance standard in their performance appraisal. |
The Performance Management Mailbag(assigning a rating of record, Summer 2001) |
Discusses who has the authority to assign a rating of record. |
Using Electronic Signatures in Performance Appraisal Programs(2/99) |
Describes OPM's electronic signature requirements for automated performance appraisals. |
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The National Personnel Records Center in St. Louis, Mo., shares its experience with moving to a new performance management program designed to strike a balance between appraising individual and team performance. |
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Multi-Rater Appraisal: What About Confidentiality and Personal Privacy?(8/98) |
Explains the impact of the Freedom of Information Act and Privacy Act on 360-degree assessments. |