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NAF HR for SUPERVISORS

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Supervisors will be able to: Briefly explain why evaluating ... Certificates of commendation. Cash. Time off. Merchandise. Note: Justification must be included ... – PowerPoint PPT presentation

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Title: NAF HR for SUPERVISORS


1
NAF HR for SUPERVISORS
2
EMPLOYEE PERFORMANCE STANDARDS EVALUATION AR
215-3, Chapter 6
3
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

4
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

5
WHO MUST BE RATED
  • Employees serving on regular appointments
  • Regular Full-Time
  • Regular Part-Time
  • Regular Seasonal
  • NF CC employees serving on Flexible
    appointments

6
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

7
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

8
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

9
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.

10
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

11
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

12
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

13
LEVELS OF PERFORMANCE
  • Outstanding
  • Excellent
  • Satisfactory
  • Minimally Satisfactory
  • Unsatisfactory

14
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

15
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

16
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

17
Performance Improvement Plan LETS EXERCISE !!
18
EMPLOYEE RECOGNITION
  • AWARDS
  • AR 215-3, Chapter 9

19
LEARNING OBJECTIVES
  • Supervisors will be able to
  • Explain the various types of awards available
  • Identify how Incentive/Performance Awards are
    funded

20
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

21
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

22
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

23
AWARDS BASED ON SPECIAL ACT OR SERVICE
  • Certificates of commendation
  • Cash
  • Time off
  • Merchandise
  • Note Justification must be included

24
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

25
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

26
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

27
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

28
OTHER INCENTIVE AWARDS
  • Revenue Sharing
  • Management Incentives
  • Alternative Incentives
  • Suggestion

29
Awards LETS EXERCISE !!
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