ARTICLE 14
General Workforce Performance Appraisal System
SECTION 1. The NOAA Performance Management System, NAO 202-430 , and the Department of Commerce General Workforce Performance Appraisal System (GWPAS), DAO-202-430 , serve as the basis for performing appraisals. NAO 202-432 serves as the basis for taking actions based on unacceptable performance. In addition to these existing and any superseding requirements and authorities, the rest of this article also applies.
SECTION 2. Management's establishment and identification of performance standards and elements for each employee's Performance Plan shall comply with legal requirements. Management's application of performance standards to bargaining unit employees shall be fair and equitable, and shall comply with applicable laws, regulations, and this Agreement. Employees may bring disputes concerning establishment and identification of performance elements and/or performance standards to the attention of the rating official. The rating official may exercise authority to change the disputed performance element and/or standard after discussion with the reviewing official. The employee may seek the assistance of the Union in making this presentation. Official time for preparation and presentation shall be provided to the employee and the representative, in accordance with Article 7.
SECTION 3. All employees will receive a performance appraisal, in accordance with the NOAA Performance Management System , which will be based on a comparison of the employee's performance with the standards and elements established for the appraisal period. Employees will receive complete copies of their Performance Plan, Progress Review, and Appraisal Records.
SECTION 4. Employees who use official time in connection with Union representational functions under this Agreement will not be disadvantaged on their appraisals for their union activities or use of official time.
SECTION 5. Reviewing officials shall review performance appraisals, recommended performance ratings, and any employee comments for those employees rated "does not meet expectations" to ensure that evaluation criteria have been applied fairly and equitably, and are objective and job-related. Any "does not meet expectations" rating must be supported by a written justification, with a copy to the employee.
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