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A critical element is a work assignment or responsibility of such
importance that unacceptable performance on that element would result in
a determination the employee's overall performance is unacceptable. The
regulations require employees...
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A non-critical element is a dimension or aspect of
individual, team or organizational performance, exclusive of a critical
element, used in assigning a summary level. It may include, but is not
limited to,...
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As defined in the Handbook for Measuring Employee
Performance, a retention standard describes the level of performance
necessary to be retained in a job (i.e., the standard written for
performance one level above...
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The regulations specify three types of performance
elements:
critical elements
non-critical elements
additional performance elements
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Additional performance elements provide agencies
another tool for communicating performance expectations important to the
organization. In essence, they are dimensions or aspects of overall
performance the agency wishes to communicate and appraise, but...
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There should be no significant difference between
managing the performance of a teleworker and managing the employee who
works in the office. The process for managing the performance of all
employees should...
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Yes. Additional performance elements (e.g., stretch goals, extra credit
for special projects, published customer-service standards) can address
individual or group performance, whichever is the most appropriate to
the agency's mission, goals and culture.
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Yes, provided the agency program provides for such levels to be
assigned. That is, an element cannot be appraised at Outstanding based
on a standard established at the Fully Successful level if...
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Yes. Writing a performance standard for a non-critical element at the
Fully Successful level and appraising that element at only two levels
(e.g., Fully Successful and Unacceptable) has been done for some...
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There should be no significant difference between managing the performance of a
teleworker and managing the employee who works in the office. The process for
managing the performance of all employees should...