D.C. Mun. Regs. tit. 8, r. 8-B1906
The Overall Performance Rating reflects the evaluation of an employee's actual performance of Critical Performance Elements, measured against the associated S.M.A.R.T. Goals, during the Performance Appraisal Period.
The Overall Performance Rating shall be determined by adding together the numerical scores for each of the S.M.A.R.T. Goals for each Critical Performance Element, divided by the total number of Critical Performance Elements (to derive an average numerical score). If any Critical Performance Element is rated as Unsatisfactory, the overall rating will be Unsatisfactory.
The rating levels used to measure an employee's performance of each S.M.A.R.T. Goal will be as follows:
This is a level of rare, high quality performance. The quality and quantity of the employee's work substantially surpasses the "Meets Expectations" performance level. The impact of the employee's work is so significant that organizational objectives are exceeded. The accuracy and thoroughness of the employee's work is exceptionally reliable and application of technical knowledge and skill goes beyond what is expected for the job. The employee significantly improves the work processes for which he or she is responsible.
Performance consistently exceeds normal standards in all critical areas for the position. Performance is sustained and uniformly high with thorough and on time results.
Performance at this level represents the range of accomplishments that are expected of all employees. The employee remains consistently on target to achieve. Problems are not frequent or significant enough to create serious adverse consequences and are dealt with effectively. The work product is usually accurate and delivered on time.
The quality and quantity of the employee's work is unsatisfactory. The employee's work products fall short of requirements for the position. Tasks are not completed with the needed degree of accuracy or thoroughness. Products arrive late and/or often require major revisions because they are incomplete or inaccurate in content.
If any Critical Performance Element is rated as Unsatisfactory, the overall rating will be Unsatisfactory.
This employee either does not perform this type of work or there has been insufficient opportunity to observe the employee perform.
"Exceptional" and "Unsatisfactory" ratings must be supported by a written justification.
D.C. Mun. Regs. tit. 8, r. 8-B1906