Performance evaluation of a company

 
An employee on a temporary assignment within the Service such as a detail or temporary promotion must receive a performance plan as soon as possible (no later than 30 days) from the beginning of each temporary assignment expected to last at least 60 days.

•The performance plan should reflect the employee’s performance expectations for the duration of the temporary assignment.
•Although a temporary assignment may not be anticipated to last 60 days, management must provide to the employee a performance plan once the temporary assignment is expected to last at least 60 days.
•A departure appraisal reflecting the employee’s performance on a temporary assignment of 60 days or more must be prepared by the supervisor of the employee’s temporary assignment position when the employee departs the temporary assignment. These departure appraisals do not require the reviewing official’s signature since they will not become the employee’s rating of record.
•The supervisor of the employee’s position of record must consider all departure appraisals for temporary assignments that occurred during the appraisal period when preparing the employee’s annual rating of record.
•Mid-year progress reviews are required even if the employee is serving on a detail or temporary promotion. Normally, the permanent supervisor will be responsible for conducting the progress review. However, when the employee is serving on a long-term temporary assignment, it may be more appropriate for the supervisor of the employee’s temporary assignment to conduct a progress review.

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•Be sure to complete the evaluation and upload them with your paper.
•After the evaluation, ensure you are preparing a 5 -page paper to explain the process you have used to evaluate your employee.

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