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1460Federal Register / Vol. 64, No. 5 / Friday, January 8, 1999 / Notices

not to be used individually to assess contributions, but rather are to be taken as a group to derive a single evaluation of the factor.

LEVEL DESCRIPTORS

DISCRIMINATORS

LEVEL I

Takes initiative in accomplishing assigned tasks.

Provides inputs to others in own technical/functional area.

Seeks and takes advantage of developmental opportunities.

Leadership Role

Breadth of Influence

Mentoring/Employee Development

LEVEL II

Actively contributes as a team member/leader; provides insight and recommends changes or solutions to problems.

Proactively guides, coordinates, and consults with others to accomplish projects.

Identifies and pursues individual/team development opportunities.

Leadership Role

Breadth of Influence

Mentoring/Employee     Development

Level III

Provides guidance to individuals/teams; resolves conflicts.  Considered a functional/technical expert by others in the organization; is regularly sought out by others for advice and assistance.

Defines, organizes, and assigns activities to accomplish projects/programs goals.  Guides, motivates, and oversees the activities of individuals and teams with focus on projects/programs issues.

Fosters individual/team development by mentoring.  Pursues or creates training development programs for self and others.

Leadership Role

Breadth of Influence

Mentoring/Employee Development

LEVEL IV

Establishes and/or leads teams to carry out complex projects or programs.  Resolves conflicts.  Creates climate where empowerment and creativity thrive.  Recognized as a technical/functional authority on specific issues.

Leads, defines, manages, and integrates efforts of several groups or teams.  Ensures organizational mission and program success.

Fosters the development of other team members by providing guidance or sharing expertise.  Directs assignments to encourage employee development and cross-functional growth to meet organizational needs.  Pursues personal professional development.

Leadership Role

Breadth of Influence

Mentoring/Employee Development

FACTOR:5. - COMMUNICATION

FACTOR DESCRIPTION:

This factor describes/captures the effectiveness of oral/written communications.

EXPECTED PERFORMANCE CRITERIA (Applicable to all contributions at all levels):

Work is timely, efficient, and of acceptable quality.  Communications are clear, concise, and at appropriate level.  Flexibility, adaptability, and decisiveness are exercised appropriately.

Descriptors indicate the type of contribution appropriate for the high end of each level.  Descriptors are not to be used individually to assess contributions, but rather are to be taken as a group to derive a single evaluation of the factor.

LEVEL DESCRIPTORS

DISCRIMINATORS

 LEVEL I

Communicates routine task status/results as required.

Provides timely data and written analyses for input to management/technical reports or contractual documents.

Explains status/results of assigned tasks.

-

Level of Interaction (Audience)

Written

Oral

-

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