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Section 1. General Pursuant to 5 U.S.C. 5335 and 5 CFR 531, an employee is entitled to receive a within-grade increase subject to completion of the appropriate waiting period and a determination that the employee's work is of an acceptable level of competence. Such determination will be made in accordance with applicable law and regulation.
Section 2. Advance Notice Employees will be notified thirty (30) days before their within-grade increase is due.
Section 3. When Performance is Less than Acceptable a. The basis for a determination of acceptable level of competence will generally be the employee's rating of record. b. Whenever the supervisor determines that the employee's work is not "acceptable," the supervisor shall follow the provisions of Article 14. c. No employee shall receive a negative determination without first being provided with an opportunity to improve as provided for in Article 14.
Section 4. Negative Determination a. When a determination is made that an employee's work is not of an acceptable level of competence (negative determination), the employee will be notified in writing, as soon as possible after completion of the waiting period: 1. Of the basis for the negative determination; 2. Of the employee's right to secure reconsideration of the negative determination; and 3. Of the time limits within which the employee may request reconsideration. 4. Employees in the bargaining unit may be represented by Local 12 at any stage of the reconsideration process.
Section 5. Effect of Change of a Negative Determination When a negative determination is changed after reconsideration or through the negotiated grievance procedure, the change supersedes the negative determination. The effective date of the within-grade increase is the date on which the within-grade increase would have otherwise become due. |
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Article 15 Within Grade Increases |
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Article 16 Performance Awards
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Section 1. General The Department will adhere to all applicable Government-wide and Departmental rules and regulations and the provisions in this Article in the administration of performance awards. a. The current rating of record will be used as a basis for decisions to grant performance-based awards under the Department's Performance Management System. In addition to performance bonuses based on a rating of record, managers and supervisors are encouraged to utilize all award categories to reward deserving employee performance in a timely manner throughout the rating cycle. Examples of other award categories are special act or service, instant good job, time off, honorary, and non-monetary. b. Absent budget constraints, Management will fully utilize the awards budget to reward deserving employee performance.
Section 2. Effect of Summary Ratings a. An employee who receives a rating of record of Exemplary must receive a performance award and/or a Quality Step Increase. b. An employee who receives a rating of record of Highly Effective should normally receive a performance award. c. An employee who receives a rating of record of Effective should be considered for and may receive a performance award d. If an employee has been promoted within the appraisal year, the appropriate manager or supervisor may take this into account in determining the amount of the employee's performance award, and/or whether to grant a Quality Step Increase for an "Exemplary" rating for that year. e. Within each performance award unit, awards granted to employees in the same grade with a particular rating should normally be more in terms of dollars (including any Quality Step Increase) than awards received by employees in the same grade with a lower rating. f. If an employee does not have a rating of record when performance awards are granted, the employee may be granted an award when he/she is assigned a rating of record. g. Management will consider retroactive awards for employees whose ratings change after the distribution of payouts. h. It is Management's intention normally to pay out performance awards by the end of the calendar year. i. Performance awards shall be as follows:
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