Section 1
The administration of individual performance shall be conducted in accordance with the provisions contained within this Article and Individual Performance Management (IPM) for Operational Personnel Order, JO 3400.20.
Section 2
Employee performance discussions shall occur outside of the operating quarters and include RADAR replay and voice recordings, where available.
Section 3
Performance discussions should take place soon after the observed performance, but no later than ten (10) calendar days following the observed performance. Employees shall be provided the opportunity to review voice and/or replay data, where available, during a performance discussion. Deficiencies that cannot be substantiated through voice or replay data, where available, will not be entered into that employee’s performance records.
Section 4
IPM Operational Skills Assessments (OSA) may only be used in instances when an ongoing performance deficiency is identified and documented. OSA Validations of OSAs used for IPM shall not negatively impact a previously completed OSA or have a negative impact on an individual employee’s overall performance evaluation.
Section 5
Employees will not be decertified as a result of a Certification Skill Check Validation.
Section 6
The IPM OSA must be completed on a single/combined position during a single session. Where such capabilities exist, a replay and/or voice recording of the session must be included with any discussion involved in an OSA.
Section 7
An entry or document regarding employee performance maintained in an Agency system of records shall identify the individual responsible for generating said entry or document. Employees shall be provided access to CEDAR to allow for review and/or comment on data maintained regarding that employee.
Section 8
The Parties at the local level shall exchange Skill Enhancement Training (SET) recommendations made to the Event Review Committee (ERC) that were not jointly developed.
Section 9
The determination to provide training is based on an ongoing assessment of performance and should not be based on a single snapshot, event, or reported occurrence. When training is assigned, the specific performance deficiency should be identified and be supported with documentation of previous discussions to correct the deficiency. Assigned training must be directly related to the identified deficiency and include the expected outcomes resulting from successful training assignment completion.