When is the performance appraisal rating period?
The rating period begins on July 1st of each year. Supervisors have 60 days to develop a new performance plan for each employee. June 30th is the ending date of the rating period, and supervisors have 60 days to finalize the employee's appraisal.
What is an Employee Performance Appraisal Plan (EPAP)?
A Performance Plan is the employee's critical results, standards and performance indicators.
What form is used to document the employee's performance?
Use Employee Performance Appraisal Plan (EPAP), Form DI-3100 for Non-Supervisory personnel and a DI-3100S for Supervisors. Both forms are available on the Performance Management page of this website.
Does every employee have to receive training on the DOI Performance Management Training System?
Yes. Employees must sign off on part A-3 of their EPAP that training has been provided and received. If employees are unable to attend a formal training, then use the Training Material - Understanding Performance Management, which is available on the Performance Management page of this website.
How often do supervisors have to meet with employees concerning their EPAP?
At least twice during the rating period for bargaining unit employees and at least once during the rating period for non-bargaining unit employees.
How long must an employee serve in a position to become eligible for a rating?
90 days from the date an employee is issued an EPAP.
How long must a supervisor serve in his or her position to rate employees?
90 days from the date the supervisor establishes an EPAP for employees.
What is the difference between poor performance and misconduct?
Performance is "I can't" and Misconduct is "I won't"
How do I address poor performance?
Communicate expectations and performance problems.
Provide employees with an opportunity to improve.
What action to take? How do I implement a Performance Improvement Plan (PIP)?
Call your Employee/Labor Relations Specialist
Can an employee appeal his or her final EPAP rating?
Yes. When possible, the employee and rating official should informally attempt to resolve any disagreement about the performance appraisal and/or rating. This informal discussion should take place within 7 calendar days of the employee's receipt of the EPAP form, and the rating official's decision must be communicated to the employee either verbally or in writing, within 7 calendar days of the informal reconsideration discussion.
If an agreement cannot be reached informally, the employee may request a formal reconsideration of their rating through the servicing Human Resources Office.
To request a formal reconsideration, the employee should send a written request to the Human Resources Office within 7 calendar days of receipt of decision of the informal meeting. Please refer to the Reconsideration Process located in the Performance Appraisal Handbook for appropriate formal reconsideration procedures.
