X hits on this document

165 views

0 shares

0 downloads

0 comments

49 / 70

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

inputs and his/her own knowledge, the rating official identifies for each employee the appropriate contribution level (1, 2, 3, or 4) for each factor.  The rating officials (including second-level supervisor) meet to ensure consistency and equity of the contribution ratings.  Then the rating officials calculate the overall contribution scores (OCS).

To determine the OCS, numerical values are assigned based on the contribution levels of individuals, using the ranges shown in Table 5.  Generally, the OCS is calculated by averaging the numerical values assigned for each of the six factors.  (All OCSs will be rounded to the nearest whole number.)  However, at the discretion of the pay pool manager, different weights may be applied to the factors to produce a weighted average, provided that the weights are applied uniformly across the pay pool and employees are advised in advance, i.e., at the beginning of the rating period.  Weighting may not result in any factor becoming zero.

The rating officials (including second-level supervisor) meet again to review the OCS for all employees, correcting any inconsistencies identified and making the appropriate adjustments in the factor ratings, and placing the employees in rank order.

TABLE 5.  CONTRIBUTION SCORE  RANGES BY CAREER PATH

Business and Technical Professional

Technical

Support

Administrative

Support

Broadband Levels

Point Range

Point Range

Point Range

Very High

115

95

70

High

96-100

79-83

IV

Med

84-95

67-78

Low

79-83

61-66

High

79-83

62-66

57-61

III

Med

67-78

52-61

47-56

Low

61-66

43-51

38-46

High

62-66

47-51

42-46

MH

51-61

41-46

II

Med

41-50

36-40

30-41

ML

30-40

30-35

Low

22-29

22-29

22-29

High

24-29

24-29

24-29

I

Med

6-23

6-23

6-23

Low

0-5

0-5

0-5

The pay pool panel (pay pool manager and the rating officials in the pay pool who report directly to him/her) conducts a final review of the OCS and the recommended compensation adjustments for the pay pool members.  The pay pool panel has the authority to make OCS adjustments, after discussion with the initial rating officials, to ensure equity and consistency in the ranking of all employees.  Final approval of OCS rests with the pay pool manager, the individual within the organization responsible for managing the CCAS process.  The OCS, as approved by the pay pool manager, becomes the rating of record.  Rating officials will communicate the factor scores and OCS to each employee and discuss the results.

If on October 1, the employee has served under CCAS for less than six months, the rating official will wait for the subsequent annual cycle to assess the employee.  The first CCAS appraisal must be rendered within 18 months after entering the demonstration project.

When an employee cannot be evaluated readily by the normal CCAS appraisal process due to special circumstances that take the individual away from normal duties or duty station (e.g., long-term full-time training, active military duty, extended sick leave, leave without pay, etc.), the rating official will document the special circumstances on the appraisal form.  The rating official will then determine which

Document info
Document views165
Page views165
Page last viewedSat Dec 03 10:22:19 UTC 2016
Pages70
Paragraphs3180
Words32502

Comments