| January 2006 |
Performance Evaluations
(Article 12, 2006 National Agreement) |
| Self-assessments |
| Self-assessments are very important. Article 12, Section 4(B)(5) allows employees to prepare a self-assessment to be given to your manager during the final 30 days of your evaluative period. You are granted a reasonable amount of official time, not to exceed 4 hours to prepare the self-assessment. The assessment should be no longer than 2 pages. Article 12, Section 4(B)(6) provides if your self-assessment is rejected, they must meet with you and explain the reason. |
| Where do you seek help with a self-assessment? |
| NTEU Chapter 9 has an excellent self-assessment guide for all members in the union office prepared by Mike Peacher, National Vice-President from Chicago. |
| Article 12 Section 4(B)(5) provides for each employee to be permitted to take the IRS web-based tutorial on IRS time once. |
| Recordation and Documentation |
| Article 12 Section 9(B) provides the employer will grant a reasonable amount of time to document your rebuttal of evaluative recordation. You must request this time from your manager before doing the rebuttal. The manager must provide the time within three workdays. If the time granted is not sufficient, ask for additional time. If a rebuttal is submitted, the comments will be attached to the recordation. If you encounter any problems, contact the union office. |
| Evaluative recordation should be rebutted if you believe the recordation is not a true reflection of your work. |
| The sharing of evaluative recordation by the manager does not constitute “counseling” with the employee. |
| Discuss received recordation with your manager. |
| Your manager must consider any case(s) you request to be reviewed (Article 12 Section 9(D)). |
| Lowering of Evaluations |
| NTEU has won two recent arbitration decisions addressing the lowering of evaluations outlining the proper steps management must follow to lower an annual appraisal. Copies of these decisions can be obtained at the Chapter 9 office. Call before you come down and we will have the copies ready for you. |
| Do you know the steps management must take to lower an annual appraisal? |
Article 12 Section 4(M) indicates monitoring is on going and counseling should occur when the manager notices a decrease in performance leading to a rating decrease of any aspect within any of your CJEs; if your manager believes your performance has decreased, your manager should then consult with you and provide guidance on how to improve your performance. Monitoring and counseling should be ongoing and constant. The mere mentioning of decreased performance in a mid-year review does not constitute counseling.
- Adequate notice should be provided by the manager informing you of a decrease in performance and potential decrease in your appraisal rating.
- Sufficient notice should provide for adequate time to improve.
- Sufficient notice should result in counseling; i.e. two way communication discussing the critical job elements, training, additional coaching, monitoring, mentoring and other activities.
- Mitigating circumstances shall be taken into account as applicable.
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| Documented negative recordation, in itself, should not result in the lowering of any aspect of your Critical Job Elements. |
