Mid-Year Appraisal Review
NTEU Proposal
April 3, 2007

>>> Dale Yeilding NTEU 04/03/2007 4:53 PM >>>
Angela Bolduc,
NTEU supports the Chairman's proposed changes to Article 27 of the Collective Bargaining Agreement (CBA) and submits the counterproposal below to enhance and clarify new appraisal guidance.  NTEU agrees with the Chairman to delay the mid-year review by a month, and require "agreement for a mutual purpose" which previously was not defined or required at the mid-year review.   
   ---Dale Yeilding, NTEU Chapter President

Chairman's Change #1
"During the month of April, managers and supervisors are required to conduct Mid-Year Performance Reviews for all employees "

NTEU Counterproposal (existing contract language marked up with red line/strike-out)
CBA, Article 27.11:  Each bargaining unit employee shall be given a progress review mid-way through the appraisal period  (generally in March). by April 30.

Chairman's Change #2
"The manager should...reach agreement on a mutual purpose that will govern performance for the remainder of the performance cycle."

NTEU Counterproposal (existing contract language marked up with red line/strike-out)
CBA, Article 27.11:  During the progress review, the employee and his/her supervisor shall discuss the employee's performance. No Summary rating calculations are required so the manager and employee can have a mutually understanding of assessed performance to better understand the requirements needed to achieve the next higher rating.  A mutual agreement may require a change to the elements and standards for the remaining portion of the appraisal year.

>>> NRC Announcement 04/02/2007 5:40 PM >>>
During the month of April, managers and supervisors are required to conduct Mid-Year Performance Reviews for all employees (SES, SLS, and GG grades). Mid-Year Reviews, like final performance appraisals, are vitally important to the agency as a whole and to the individuals whose performance is being assessed. As all of you know already, Mid-Year Reviews are also very difficult to do well and are definitely not fun either for the individual or the supervising executive. However, if these are performed correctly, the NRC will be a better agency.

I strongly encourage all supervisors and employees to conduct meaningful Mid-Year Review sessions this year. By "meaningful," I mean sessions that are focused on actual performance, that are honest and straightforward assessments, and that are conducted as a two-way dialogue between the supervisor and the employee. To make these sessions useful for both parties, the managers should come to the session prepared to discuss how they perceive the performance of the person being assessed, prepared to listen to the views of the other party, and prepared to reach agreement on a mutual purpose that will govern performance for the remainder of the performance cycle.

Although all of you have urgent and pressing programmatic tasks to accomplish this month, it is important that you devote time and effort to ensure that meaningful Mid-Year Reviews are conducted this year. We have much to accomplish as an agency, and the key to getting things done, and done well, is commitment to the highest level of performance and then delivering the best performance of which we are capable. Mid-Year Reviews play a critical role in this process. Please give them your full attention this month.

/RA/ Dale Klein Chairman

NTEU Working Today for a Better Tomorrow