DS-5055I Page 7 of 11
4/2017
for EEO objectives and diversity and inclusion efforts, providing at least one
example to support either kind of statement.
All jobs require sound security awareness. Raters must comment on any
pattern of failure to meet the Department’s core security awareness
requirements.
If the rated employee is a supervisor, including supervision of locally
employed staff, the rater's comments should describe the employee’s
effectiveness as a supervisor, including developing subordinates, mentoring,
and concern for morale (including issues of work/life balance), as well as
efforts to support and/or increase diversity and inclusion within the section.
Any deficit in performance of required supervisory responsibilities should
also be documented, such as: failure to comply with performance appraisal
requirements; lack of equity in the delegation of assignments, counseling,
recommendations for training and placement, and recognition of
achievements of subordinates; failure to foster an inclusive environment that
respects diversity; and failure to establish or maintain effective and
appropriate management control systems. In particular, supervisors have a
responsibility to address any misconduct of subordinates and failure to do so
should be documented in the EER. In discussing performance, work done for
other agencies or outside the rater’s personal supervision may be cited,
drawing as appropriate on any evaluations submitted by the beneficiaries of
the rated employee’s work.
Section B. Developmental Area
During the rating period, the rater must periodically provide guidance to the
employee on any area that requires focused professional attention, including
any areas where the employee is not performing to the expected level.
In the EER, the rater must document the area where the employee should
focus most attention to be fully successful at his/her current level or to
succeed in higher-level assignments in the future. The area must be linked
to one of the six core competency groups. The rater must justify the area
with one or more examples. The rater cannot use this section to cite a need
for formal or informal training (as opposed to substantive knowledge or
technical expertise).
Section C. Summary Appraisal
For all employees, the rater must say whether the employee’s performance
was satisfactory or better. In the case of tenured employees, if the
performance was unsatisfactory, the rater must comply with 3 FAH-1 H-
2814.3 and all other provisions to which the section refers. For untenured