Article 17
Performance Standards

Performance management is the systematic process by which DOE Headquarters involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of the mission and goals. Performance management integrates the processes used to

A. communicate and clarify organizational goals to employees;

B. identify individual and, where applicable, team accountability for accomplishing organizational goals;

C. identify and address developmental needs for individuals and, where applicable, teams;

D. assess and improve individual, team, and organizational performance;

E. use appropriate measures of performance as the basis for recognizing and rewarding accomplishments; and

F. use the results of performance appraisals as a basis for appropriate personnel actions.

The Employer and NTEU agree to implement the Headquarters Performance Management System, which includes the following key provisions:

A. Under the Performance Management System, employees will be rated on their elements and standards. An element is a general description of an employee's overall responsibility in a particular area of work. Standards in this system consist of two parts, the specific tasks/expectations and the four Generic Levels of Accomplishment that are expected of an employee under each element. The four Levels of Accomplishment have been developed and are attached in the HQ Performance Management System Implementation Plan. Elements and tasks/expectations are developed by rating officials with input from employees.

B. Prior to the conduct of a reduction in force, all positions within the competitive area shall be assigned to a competitive level. One component of an employee's competitive status shall be based on the following performance-based criteria when calculating the time-in-grade component of the competitive level:

1. Employees whose summary performance rating is greater than or equal to 3.5 shall receive 20 years credit for the performance period;

2. Employees whose summary performance rating is greater than 2.7 and less than 3.5 shall receive 16 years performance credit for the performance period;

3. Employees whose summary performance rating is greater than 1.9 and less than or equal to 2.7 shall receive 12 years performance credit.

C. All performance plans shall have at least one critical and one non-critical element. Performance plans should be comprised of more than two but less than nine total elements.

Section 17.01

Performance standards are established to allow for the periodic appraisal of employee job performance. Employees have the opportunity to participate in the establishment of performance standards, as described below.

Section 17.02

A. Performance elements will be in writing and will be consistent with the actual duties and responsibilities assigned to an employee. Employees will not be rated on elements and standards that are inconsistent with their assigned duties and responsibilities. Elements will be designated in writing as critical or noncritical.

B. Unless an employee is notified otherwise in writing at the beginning of an appraisal period, all critical elements will be deemed to be of equal weight, all noncritical elements will be deemed to be of equal weight, and each critical element will weigh twice as much as each noncritical element.

C. Affected employees will be notified in writing of any changes, additions, or deletions to critical elements, noncritical elements, and performance standards.

The employee will be advised in writing of any change in the employee's elements and standards due a change in duties, or to reassignment of the employee to a new position, or change in the identity of the employee's rating official. If there is a change in the rating official, the employee will have an opportunity to discuss and clarify his/her performance plan with the new rating official.

Section 17.03

A. "Critical element" means a component of a position consisting of one or more duties and responsibilities which contributes toward accomplishing organizational goals and objectives and which is of such importance that unacceptable performance on the element would result in unacceptable performance in the position.

B. "Performance standard" means a statement of the expectations, tasks or requirements established by management for a critical or non-critical element. A performance standard may include, but is not limited to, factors such as quality, quantity, timeliness, and manner of performance, but excludes conduct.

C. Employees will have only one rating official, whose signature will be on the performance plan. The employee shall be given written notice upon reassignment of the employee's current rating official.

D. Elements and standards shall be developed within 30 days of the beginning of the evaluation year or within 30 days of any event that effects a change in the employee's current standards and elements.

E. Standards and elements will be developed in collaboration with the employee, the employee's rating official, and any other management official who assigns work to the employee. After carefully considering the employee's viewpoint and input from other management officials, the rating official will issue the final elements and standards to the employee. The employee will have an opportunity to attach comments to the final written elements and standards as defined by the rating official. This section applies whenever there is a change in the employee's performance elements and standards or when the employee is placed into a new position.

F. Management has determined that work assignments from other management officials will be prioritized by the rating official to ensure that the employee is not being overburdened by multiple tasks.

G. An employee will be given a reasonable amount of administrative leave, up to two (2) hours, to prepare for the discussion on the new standards and elements, and to present written comments concerning his/her Performance Appraisal Plan to the rating official.

Section 17.04

Each employee is entitled to a meeting with his/her rating official not less than once each twelve (12) months for discussion and clarification of his/her Performance Appraisal Plan.