An employee is entitled to the element rating that most accurately describes his or her performance compared to the performance standard for the element. Performance ratings will be reviewed and approved by a supervisor at a higher level in the organization than the rating supervisor. The rating supervisor will discuss the proposed performance evaluation with the higher level supervisor before discussion with the employee. Mutual agreement among rating supervisors will be sought, but the higher level supervisor has final authority. The greatest benefit from an effective performance appraisal management system is the dialogue held and the understanding achieved between employee and supervisor.
Employees have the opportunity to evaluate their own performance against the established standards.
The overall rating should be communicated to the employee after approval by the higher level supervisor. After the completion of the appraisal interview, the employee should sign and date the performance appraisal document. The employee's signature does not necessarily indicate agreement with the overall rating. If an employee refuses to sign and date an overall rating, the supervisor will try to resolve the problem. The date will be the date that the employee was notified officially of the overall rating level assigned.