Performance Review — Mid-Cycle Summary (Excerpt)

The following is an excerpt from the mid-cycle performance review of the staff member under your supervision, prepared by Personnel from supervisor narrative and self-assessment materials submitted during the review window. The full review is on file with Personnel and is available to the employee upon request.

Areas of Strength

The employee is described by supervisor and peer respondents as punctual, thorough, and professionally engaged. The employee has met all quantitative targets for the review period and in three (3) of five (5) measured categories has exceeded targets by a margin of 12% or greater.

Areas for Development

The following items are noted for the employee’s attention in the coming review period:

1. The employee is observed to escalate procedural concerns to management at a rate above the divisional mean. The employee should consider whether these concerns can be resolved at the staff level prior to escalation.
2. The employee has, on multiple occasions, sought clarification of directives from the Office of the Chief Executive by means of Form 22. While the employee’s caution is noted, the Office has expressed a preference for direct supervisor interpretation of policy, and the employee should work with their supervisor to develop an appropriate sense of when clarification is warranted.
3. The employee has raised concerns regarding the routing of Form 17-B through the Logistics division on four (4) separate occasions during the review period. The employee should recognize that divisional routing practices are established by the divisions themselves and are not appropriate subjects for cross-divisional feedback.
4. The employee’s self-assessment references “structural constraints” on eleven (11) occasions. The employee is encouraged to focus on outcomes within their direct control.

Recommended Actions

The employee should work with their supervisor to develop an individualized action plan addressing items 1 through 4 prior to the annual review cycle.

Respectfully,

R. F. Pemberton for Personnel

P.S. Supervisors should note that employees who continue to raise concerns of the type described in items 2 and 3 beyond the current review period may become candidates for informal counseling. Personnel is available to assist supervisors in facilitating these conversations.