NAF HR for SUPERVISORS

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NAF HR for SUPERVISORS
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EMPLOYEE PERFORMANCE STANDARDS EVALUATION AR
215-3, Chapter 6
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LEARNING OBJECTIVES

• Supervisors will be able to
• Briefly explain why evaluating performance is
  necessary
• Properly establish Performance Standards
• List the different levels of performance ratings

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WHY EVALUATE PERFORMANCE

• Increases efficiency
• Basis for training, retention, pay adjustments,
  awards, promotion, reassignment, removal
  Business Based Action (BBA) ranking
• Keep employees informed of performance
  requirements
• Achieve potential/improve weaknesses
• Resolve misunderstandings
• Develop good relationship
• Advise employees on their performance

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WHO MUST BE RATED

• Employees serving on regular appointments
• Regular Full-Time
• Regular Part-Time
• Regular Seasonal
• NF CC employees serving on Flexible
  appointments

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PERFORMANCE STANDARDS

• Measures whether employee met, exceeded, or
  failed performance expectations
• Must be established by supervisor in writing for
  each position
• Must be quantifiable, reasonable and achievable
• Must discuss/get input from employee

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PERFORMANCE STANDARDS (Continued)

• Should be signed/dated by supervisor, second
  level supervisor employee
• Performance standards are the basis for annual
  rating
• May call NAF HRO for assistance with developing
  standards

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FEEDBACK TO EMPLOYEES

• Supervisor must ensure employees understand
  their standards and what is expected for success
• Discuss performance with employees during rating
  period to clarify expectations and address
  problems
• Counsel employee if poor performance is an issue
• Prepare written record of counseling session
  give copy to employee

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PROBATIONARY PERIOD

• Each employee must serve a probationary period
  during the first year of his/her regular
  appointment to evaluate fitness for continued
  employment.
• Those who are hired into Limited Tenure
  Positions are not required to serve a
  probationary period.

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PROBATIONARY PERIOD EVALUATIONS

• Applicability
• New Employees
• New Supervisor
• Supervisor observes conduct, character traits,
  and performance
• Unacceptable performance or conduct
• Written warning
• Improvement Period
• Contact NAF HRO as soon as possible
• Separation requires 7 day written advance notice
• NAF HRO notifies supervisor 30 days prior to end
  of probationary period

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PROBATIONARY PERIOD EVALUATIONS (Continued)

• Supervisor completes DA Form 3612
• recommend/not recommend retention
• If retention is not recommended
• take action to separate employee
• Separations are not grievable
• Separation must be effective prior to end of
  probationary period

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ANNUAL RATING PERIOD

• Due on a specific date
• NAF HRO will notify supervisors
• Appraisal due 30 days after rating period ends
• New supervisor (less than 120 days) may consult
  with previous supervisor rate or delay rating
• Use DA Form 3612

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LEVELS OF PERFORMANCE

• Outstanding
• Excellent
• Satisfactory
• Minimally Satisfactory
• Unsatisfactory

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UNSATISFACTORY PERFORMANCE

• Employee fails to meet one or more
• critical elements
• Must be given a written warning
• Performance Improvement Plan (PIP)
• Provide opportunity to improve
• If fails to improve, employee will be rated
  unsatisfactory and reassigned, demoted, or
  separated

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PERFORMANCE IMPROVEMENT PLAN

• Identify each element that is unsatisfactory
• Cite standard for satisfactory performance
• Inform how you will assist
• Give time to improve
• minimum 30 days
• Identify consequences if fails to improve
• If performance still unsatisfactory take action

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UNSATISFACTORY RATING

• Supervisor prepares written proposal to reassign,
  demote, or separate, with assistance from NAF HRO
• Employee has opportunity to reply
• Final decision notice issued

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Performance Improvement Plan LETS EXERCISE !!
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EMPLOYEE RECOGNITION

• AWARDS
• AR 215-3, Chapter 9

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LEARNING OBJECTIVES

• Supervisors will be able to
• Explain the various types of awards available
• Identify how Incentive/Performance Awards are
  funded

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PRINCIPLES

• Employees may be recognized as individuals or
  groups
• Operating budget should include provisions for
  incentive awards
• Awards may not be submitted when disciplinary
  actions are pending

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INCENTIVE AWARDS

• Sustained Superior Performance
• Cash Award (All Employees)
• Pay Adjustment (NF CC)
• Special Act or Service
• On-the-Spot
• Length of Service
• Time off

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SUBSTAINED SUPERIOR PERFORMANCE (SSP)

• 12-months of continuous service of superior
  performance
• Outstanding performance - NTE 15
• Excellent performance NTE 5
• Satisfactory or above performance required

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AWARDS BASED ON SPECIAL ACT OR SERVICE

• Certificates of commendation
• Cash
• Time off
• Merchandise
• Note Justification must be included

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ON-THE-SPOT AWARDS

• Designated for spontaneity, and to reward
  employees for acts or services at a less
  significant level than that required for a
  special act award
• The award must be for actions clearly
  recognizable as beyond what should normally be
  expected of the employee

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ON-THE-SPOT AWARDS

• Cash award
• Activity Manager - up to 250
• Fund Manager - 251- 500 (maximum)
• Maximum total - 2,000 in any 12 month period
• Not authorized for the same accomplishments
  during the same period

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LENGTH OF SERVICE AWARDS

• Creditable service all Federal,
• Military, and NAF service
• The last full year of service must have been as a
  NAF civilian employee of DA
• Length of Service certificates are issued in
  5-year increments

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TIME OFF AWARD

• Time-off with no charge to leave
• Indicate Time-off-award on the timecard.
• Hours used are recorded as administrative leave
• Maximum single award - 40 hours
• Maximum 12 month period - 80 hrs
• Must be scheduled and used within one year of the
  approval date

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OTHER INCENTIVE AWARDS

• Revenue Sharing
• Management Incentives
• Alternative Incentives
• Suggestion

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Awards LETS EXERCISE !!