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1、DEPARTMENTOFTHENAVYOFFICEOF THE CHIEFOF NAVALOPERATIONS WASHINGTON,DC 20350-200026.ActionOPNAVINST12430.3. 50CI 1990Additionally,the EmployeeRelationsOfficeof the ServicingPersonnelOfficeshouldbe notifiedas soonas possiblefor guidanceon the proceduralrequirementsaffectedby thisaction.(3) CloseoutRat
2、ings.Closeoutratingsshallbeconductedwhen an employeecompletesa detailor a temporary promotionof 120 daysor if an employee changesa positionby reassignment,promotionor transferto another activity. Additionally,closeoutratingsmustbe conductedwhenthefirst levelsupervisorleavesthe position.In this situa
3、tion,the employeemaycontinueunderthe sameperformanceplan,withthe appraisalgoingto the newsupervisor.(4) Ratingof Record.Normallywithin30 daysaftertheend of the appraisalperiod,a writtenratingof recordwillbe assignedto eachcoveredemployee.The supervisorshouldgivea summaryrating,andsignand datethe app
4、raisalform.Supervisorsare encouragedto writecommentson the appraisal formto acknowledgespecialaccomplishments.Written comments arerequiredif an employeeis rated“Unacceptable”on any element.If the ratingis “Unacceptable”the supervisormust forwardthe appraisalto the second-levelsupervisorforapproval.R
5、eviewof “Acceptable”ratingsis at the discretionofthe OPNAVPrincipalOfficialfor theDirectorate. Followingthe requiredreviews,the employeeshouldsignand datetheform. Signaturesindicateonlythatthe reviewhas beenaccomplished.A copyof the completedformis givento the employee;thesupervisor retainsa copy,an
6、d the originalis forwardedto the servicingpersonneloffice.(a) If, at the end of the appraisalcycle,theemployeehas notcompletedthe90dayminimumperiodof time underthe performanceplan,buthasreceiveda closeoutratingduringthesameappraisalcycle,the closeoutratingmaybecomethe ratingof record.The newsupervis
7、ormustinitialtheform. If the employeehas notreceiveda closeoutratingduringthesameappraisalcycle,the appraisalcycleshallbe extendedtoensurethe minimum90dayrequirementis met.(b) Theend of the appraisalcyclealsomarksthebeginningof the new performance managementperiod.Thisis the appropriatetimeto discus
8、sandsignthe nextyearsPerformance Appraisal Form.OPNAVINST12430.3. Socr 19918.Relationshipto otherPersonnelActionsa.WithinGradeIncreases.Coveredemployeeswillreceivewithingradeincreaseswheneligibleprovided theirperformance equatesto an “Acceptable”ratingof record.A specialratingis preparedwhenan emplo
9、yeehas a currentannual ratingof“acceptable”buthas beenexperiencingperformancedeficiencies for the past 90 daysand is “unacceptable”in one or more element.b.Promotion.To be promoted,an employeemustbeperformingat the“acceptable”levelon all elements.However,thefactthatan employeeis ratedacceptableat th
10、e timehe/sheis eligiblefor a careerladderpromotion,doesnot meanthatthepromotionis automatic.For meritpromotionactions, the rating of recordshouldbe evaluatedby selectingofficialsto theextentit is relevantto the positionbeingfilled.c.QualityStepIncrease.The QualityStepIncrease(QSI)providesappropriate
11、recognitionfor excellencein performanceby grantingfasterthannormalstepincreases;therefore,carefulconsiderationshouldbe givenbeforegrantinga QSI.An employeeis eligiblefor onlyone qualitystepincreasewithin any 52week period.To be eligiblefor a QSI,GS employeesmustmeetthe followingcriteria: receiveda r
12、atingof recordof “Acceptable”; demonstratedsustainedperformanceof highqualitysignificantly abovethat expectedat the “acceptable” level; and madesignificantcontributionsto the organizationsmission.Inaddition,theremustbe an expectationthatthe highquality performancewillcontinuein thefuture.d.Removal,D
13、emotion,and Reassignment.An employeewhose.erformanceis “Unacceptable”musthavean opportunityperiodtoimprove.If, at the conclusionof the opportunityperiod,theemployeesperformancecontinuesto be “unacceptable”,the supervisor,workingwithEmployeeRelations,mustinitiate reassignment,reductionin gradeor remo
14、val action.e.ProbationaryPeriod.Evaluationof the employeesperformance, as wellas otherconsiderationssuchas conductand reliability,willserveas a basisfor the decisionto retainor removean employee fromtheFederal Serviceduringthe initial probationary period.OPNAVINST12430.35 OCT1990Evaluationof a super
15、visorsperformanceof thePersonnelManagementand EqualEmploymentOpportunityelementswillserve as a basisfor the decisionto retainor removea supervisorormanagerfromhis/herpositionduringthe ProbationaryPeriod.f.Reduction-in-force(RIF) .Thethreemostrecentratingsof recordreceivedin the last4 yearswilldeterm
16、inethe retentionstandingof an employeefor RIF purposes.9.Awards.Throughoutthe appraisalcycle,awardsshouldbeusedto acknowledgeand motivateemployeesby rewardingsignificantindividual,team,or organizationalachievementsand contributions .A widevarietyof awardoptionsare available: SpecialAct,Time-off,On-t
17、he-Spotand Honoraryawards.Informationon proceduresand requirementsgoverningawardsis containedin theDON ImplementationGuidanceon Awards(reference(e).Pleasecontactthe Chiefof NavalOperations(N09BD)foradditionalinformationconcerningawards.10.Grievancesand App eals .Coveredemployeesmayraiseissuesrelatin
18、qto the performanceappraisalprocessthrough the administrativegrievanceprocess.Appealableissuesmay be appealedto the MeritSystemsProtectionBoard(MSPB).Guidanceon grievableand/orappealablemattersis as follows:a.Elementsand standardsmaynot be grievedor appealed.b.Ratingson elementsandsummaryratingsare
19、grievable.c.Failureto informemployeesof elementsandstandardsisgrievable.d.Performance-baseddemotionsand removalsmaybe grievedthroughthe grievanceprocessor appealedto the MSPB,butnotboth .11.Forms .Thefollowingformsare availablefromCNO(N09BD)or maybe locallyreproduced:a.OPNAV12430/l(Apr98), Chiefof N
20、avalOperationsPerformanceAppraisalForm,GS 112and,b.OPNAV12430/2(Apr98), Chiefof NavalOperationsPerformanceAppraisalForm,GM/GS13, 14, 15.12.EffectiveDate.The policycontainedin thisinstructioniseffective1 July1998for employeesGS13and aboveand1 October1998for employeesGS-1to GS-12.7OPNAVINST12430.350CI
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