D.C. Mun. Regs. tit. 8, r. 8-B1909
An Annual Performance Evaluation will be based on an employee's performance during the entire Performance Appraisal Period to assess the extent to which the employee satisfied each Critical Performance Element as measured against the associated S.M.A.R.T. Goal.
In preparation for the Annual Performance Evaluation, each employee must prepare and submit a self-evaluation to his or her supervisor as input into the performance evaluation process.
Supervisors will consider employee self-evaluations in addition to other relevant considerations and must prepare the Annual Performance Evaluation within thirty (30) days of the end of the Performance Appraisal Period.
Supervisors (who serve as Rating Officials) must prepare a recommended Annual Performance Evaluation (the average numerical score of the individual recommended ratings for each S.M.A.R.T. Goal for each Critical Performance Element) with their manager (Approving Official) before finalizing the Annual Performance Evaluation and communicating it to the employee.
The Rating Official discusses the recommended Annual Performance Evaluation with the employee.
Should the employee disagree with the Annual Performance Evaluation, the employee may submit a written response within five (5) working days of receipt to the Approving Official for consideration.
Within ten (10) working days of receipt of either the recommended Annual Performance Evaluation from the supervisor or receipt of the employee's written response to the supervisor's rating, the Approving Official will decide the final rating.
A copy of the final written Annual Performance Evaluation will be provided to the employee.
After completion of the performance management cycle, each supervisor will submit original signed Annual Performance Evaluations to the University's Office of Human Resources. The Office of Human Resources shall retain ratings for three (3) years.
D.C. Mun. Regs. tit. 8, r. 8-B1909