-
No, but they are very similar. A performance rating is the appraisal of the employee's performance compared to the elements and standards established in the performance plan. The rating of...
-
Yes. When the rating of record is completed at the end of the appraisal period, a summary level must be assigned. The principal reason for this requirement is that several...
-
The regulations are silent on these issues. Generally, ratings of record should be based on the input from an individual or individuals who are in the best position to assess...
-
Yes, as long as it does not result in assigning a Level 1 (Unacceptable) summary. However, the Office of Personnel Management advises agencies that use non-critical elements to measure group or...
-
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....
-
Yes. The regulations define a rating of record as the performance rating completed at the end of the appraisal period that reflects performance over the entire period, or an off-cycle...
-
Yes. The statute at section 4302(b)(3) of title 5, United States Code, requires that employees be evaluated against their performance standards.
-
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...
-
The Level 2 summary rating was never contemplated to signify anything but marginal performance. There has always been a presumption that a "pass" would merit the employees their within-grade increases...
-
Because the term "unacceptable performance" is defined in statute and has specific statutory authorizations associated with it (i.e., to take performance-based actions), the regulations implementing those statutes use Unacceptable, rather...
U.S. Office of Personnel Management 1900 E Street, NW, Washington, DC 20415 | (202) 606-1800 | TTY (202) 606-2532