D.C. Mun. Regs. tit. 8, r. 8-B1999
Annual Performance Evaluation - the average of the numerical scores assigned to each of the S.M.A.R.T. Goals for each of the Critical Performance Elements, which reflects how well an individual employee has accomplished the performance expectations established in the Performance Plan during the review period.
Approving Official - the second or next level of supervisor who reviews and approves the Annual Performance Evaluation, and in case of an employee appeal, decides the final rating.
Critical Performance Element - the key competencies or the necessary knowledge, abilities, skills and personal characteristics that must be demonstrated for satisfactory performance. These key competencies are so necessary for successful performance that failure to accomplish a Critical Performance Element will result in an Overall Performance Rating of Unsatisfactory performance. It is linked to the specific duties performed in a particular work unit but focused on the individual employee. A Critical Performance Element must be performed at least at the "Meets Expectation" level in order for an employee to be retained in the position.
Individual Development Plan (IDP) - is a tool that identifies training and learning activities that will enhance an employee's knowledge, skill, and abilities to perform current work duties, and can help prepare the employee for future career advancement opportunities. The IDP is used for developmental purposes and is considered as part of the evaluation of the Job Knowledge Critical Performance Element.
Performance Improvement Plan (PIP) - is a performance management tool designed to offer the employee an opportunity to demonstrate improvement in his or her performance.
Performance Management - the systematic process by which the University involves its employees, as individuals and members of a group, to ensure the accomplishment of University mission and goals.
Performance Appraisal Period - is the length of time covering the performance evaluation process, beginning on October 1 and ending on September 30.
Performance Plan - the formalized process of identifying and communicating the organizational, work unit and individual goals expected of the employee. The Performance Plan consists of Critical Performance Elements, S.M.A.R.T. Goals, and an Individual Development Plan.
Rating Official - the supervisor who evaluates employee performance and recommends the Annual Performance Evaluation Rating, which is approved by Approving Official.
Self-evaluation - the employee's narrative description of accomplishments based on the established performance expectations.
S. M.A.R.T. Goals - the expression of performance expectations that consist of goals that are Specific, Measurable, Attainable, Realistic, and Time Related. A S.M.A.R.T. Goal will set forth the specific expectations and responsibilities to be accomplished by the employee and it includes standards for measuring the quality, quantity, and timeliness of the work performed.
D.C. Mun. Regs. tit. 8, r. 8-B1999