Ask the Lawyer received the following question (paraphrased for easier reading and clarity) from a reader on a legal matter that might be of interest to the entire audience. Q: I had the understanding that performance appraisals are always done one-on-one with my supervisor and that all appraisals are considered private. My current supervisor wants our team leader to sit in on the performance appraisals even though she has no supervising authority. I believe they may claim the exception “the information is disclosed to an agency employee who maintains the record or has a ‘need to know’ in the performance…
Browsing: Performance Appraisal
A challenge for managers is drawing meaningful distinctions among high-performing employees when assigning performance ratings. Some employees are used to regular ratings of “outstanding” and are disappointed or insulted with anything less, even a good rating of “exceeds fully successful,” or whatever it is called in your agency. In some agencies, the default rating is “outstanding” and the culture is that an “exceeds” can be awarded only if something negative can be articulated or an area of improvement can mentioned in the performance appraisal. In these agencies, “fully successful” ratings are left for poor performers. Rating inflation is inconsistent with…
Ask the Lawyer received the following question (paraphrased for easier reading and clarity) from a reader on a legal matter that might be of interest to the entire audience. Q: I reported to my command and received a closeout assessment. The appraisal was completed appropriately. I reported to my new command and I wasn’t provided new performance objectives for 90 days. When my final appraisal was completed, it was done under an appraisal that was set for less than 90 days. After a formal grievance process, the command determined that the period satisfied the time period requirement. Can an appraisal…
Ask the Lawyer received the following question (paraphrased for easier reading and clarity) from a reader on a legal matter that might be of interest to the entire audience. Q: If a federal employee receives a grade increase to the next career ladder grade immediately following a minimal successful performance appraisal, what action should be taken by management/human resources to address and correct the issue? A: The situation you described sounds like a major ball dropping of a well thrown pass. Once an appointment (promotion to a higher grade level) is made by an authorized appointing authority it cannot be…