SHIRL performace rating and 50

U. S. Equal Employment Opportunity CommissionPage 1

Non-supervisory Employee Performance Appraisal Recordj

This form records: (1) an understanding between the rating official and the employee of what is to beaccomplished during the appraisal period; (2) how those accomplishments will be evaluated; (3) theemployee’s interim progress toward achieving the specified accomplishments; (4) the employee’s acutalaccomplishments during the rating period; and (5) the overall summary rating assigned to the employee.

Performance Rating Period: From: 11/09/2014 To: 09/30/2015

TYPE OF RATiNG (Indicate the type ofrating.)

0 ANNUAL RATING OF RECORD 0 INTERiM RATiNG 0 OTHER

Name: Shirley Bethea Social Security Number:

Position Title: Administrative Assistant Series & Grade: GS-303-09

Office/Location: Office of Information Technology

Performance Plan Certification: Signatures certify that the rating official and the employee have met, reviewed andldiscussed the Primary Elements and Performance Standards for the established performance appraisal period. Theperformance plan is contained in Part IV

_______________________

( PieffeUe MclntfreRating ffic/dV Si ture Date Rating Official’s Name (typed or printed)

\2jLt \ Shirley BetheaEmployee’s Si ture Date Employee’s Name (typed orprinted)

Progress Review Certification: Initials by rating official and employee certz)5i that performance and progress todate have been discussed. Written documentation is contained in Part III - A (Rating Official’s comments) and B(Employee optional comments).

Rating Official: /JLL_Date:”/

Employee:

__________ __________

Privacy Act Statement

This form is subject to the provisions of the Privacy Act. Copies will be retained by the Office of Human Resources, and provided for reviewand retention as required to appropriate management officials having a need to know. The Non-supervisory Performance Appraisal Recordgathers and records information on how EEOC employees are performing their duties and responsibilities. The information will be used todetermine eligibility for, retention in, or removal from EEOC; awards, and/or compensation benefits. The authority to collect this information iscontained in Title IV of the Civil Service Reform Act of 1978. The information will not be disclosed outside of EEOC without prior consentexcept as required or permitted by law.

EEOC FORM 636 (JUNE 2005)

PART II PERFORMANCE RATIN( GUIDELINE Page 2

IJThELINES

Performance Rating Guidelines. Each element described in the employee’s performance plan is critical to theaccomplishment of the agency’s mission and goals and is therefore, designated as a Primary Element. The objective ofthe first Primary Element, Customer Service/Communications, is to assess the quality and timeliness of the employee’scontacts/interactions, written/oral communications, guidance and/or advice to/with internal/external customers/stakeholders. The objective of the second Primary Element, Completed Work Products, is to assess the specific workproducts/services completed. The objective of the third Primary Element, Operational Efficiency and Effectiveness, isto assess employee’s overall contribution to/impact on the organizational goals and objectives of the agency. Theperformance standard definitions serve as guidelines for determining the employee’s performance under each element.

For each Primary Element, the rater must carefully determine whether the employee’s performance aligns with theexpectations outlined in the four rating levels. The overall contribution of the employee’s performance for eachPrimary Element must, in the rater’s judgment, meet the rating level assigned.

Performance S dard Definitions

OUTSTANDING (Far Exceeds Expectation): The employee’s performance consistently exceeds the highly effectivelevel and greatly exceeds the expectations described in the Fully Successful standard. This is the level of exceptionalperformance. The Primary Element is not only achieved, but completed in an exemplary manner. The employeemakes exceptional contributions to the organizational goals and objectives of the agency.

HIGHLY EFFECTIVE (Exceeds Expectations): The employee’s performance consistently exceeds expectationsdescribed in the fully successful standard. This is the level of unusually good performance. Performance of thePrimary Element is consistently above the fully successful level. The employee makes significant contributions to theorganizational goals and objectives of the agency.

FULLY SUCCESSFUL Øfeets Expectations): The employee’s performance consistently meets expectationsdescribed in the fully successful standard in the employee’s performance plan. This is the level of good soundperformance. The Primary Elements are met. The employee has contributed positively to organizational goals andachieved meaningful results.

UNACCEPTABLE (Fails to Meet Expectations): The employee’s performance is unacceptable and fails to meet theestablished performance standard i.e., Fully Successful, in one or more Primary Elements. Job performance producesunacceptable work products. Minimum requirements of one or more Primary Elements are not met. Performancedeficiencies detract from mission goals and objectives.

PART ffl-A PROGRESS REVIEW - RATING OFFICIAL’S COMMENTS Page 3

One progress review is required at midpoint of the performance cycle; however, frequent communication between theemployee and rating official regarding performance is encouraged and recommended. The rating official will assessand document in writing the progress made by the employee in achieving results and meeting performanceexpectations. Specific comments should be provided on areas accomplished well by the employee, if the employee isprogressing as planned, or in need of improvement. Note: A progress review is I a rating. The employee’s writtencomments are optional but encouraged. Written documentation becomes part of the performance appraisal and a copyis provided to the employee. The rating official and employee must then date and initial in the space provided in PartI, certifying that performance and progress to date have been discussed. (Limited to 37 lines of text)

VbW’ titd Vt*&11

PART UlE PROGRESS REVIEW - EMPLOYEE’S COMMENTS (OPTIONAL) Page 4

One progress review is required at midpoint of the performance cycle; however, frequent communication between theemployee and rating official regarding performance is encouraged and recommended. The rating official will assessand document in writing the progress made by the employee in achieving results and meeting performanceexpectations. Specific comments should be provided on areas accomplished well by the employee, if the employee isprogressing as planned, or in need of improvement. Note: A progress review is a rating. The employee’s writtencomments are optional but encouraged. Written documentation becomes part of the performance appraisal and a copyis provided to the employee. The rating official and employee must then date and initial in the space provided in PartI, certifying that performance and progress to date have been discussed. (Limited to 37 lines of text)

PART IV: INDIVIDUAL ELEMENTRATTNG AND NARRATIVESJJMMARY’ Page 5

Name: Shirley Bethea


Rating Period: From: 11/09/2014 To: 09/30/20 15

INSTRUCTIONS: The rating official shall assess the employee’s performance on each Primary Element,taking into consideration all relevant performance information including the Accomplishment Reportsubmitted by the employee and any interim ratings completed during the appraisal period and (1) indicatein the space below whether the employee’s performance Far Exceeds Expectations (FE), ExceedsExpectations (E), Meets Expectations (M), or Fails to Meet Expectations (F) for the element and (2) giveconcise but substantive examples of results achieved that support the rating for each Primary Element.

PRIMARY ELEMENT I of HI: Customer Service and Communication

Level of Achievement: 0 FE 0 E 0 F

NARRATIVE SUMMARY(Give concise but substantive explanation and examples to support element rating): (Limited to 27 lines of text)

PART IV INDIVIDUAL PRIMARY ELEMENT RATING AND NARRATIVE SUMMARY Page 6



Rating Period: From: 11/09/2014 To: 09/30/2015


PRIMARY ELEMENT Ii of III: Completed Work Product

Level of Achievement: 0 FE 0 £ F


PART IV INDIVIDUAL PRIMARY ELEMENT RATING AND NARRATIVE SUMMARY Page 7





PRIMARY ELEMENT Ill of ill: Operational Efficiency and Effectiveness

Level of Achievement: Q FE 0 M 0 F


PARTY: STThY RATING


Page 8



INSTRUCTIONS: Based on the element ratings given in Part IV on the individual Primary Elements, selectone of the four levels of performance that best describes the employee’s overall performance:

Q OUTSTANDiNG The majority of the individual Primary Elements must be rated Far ExceedsExpectations and must include a Far Exceeds Expectations rating for the PrimaryElement, Completed Work Products. No Primary Element may be rated belowExceeds Expectations.

O HIGHLY EFFECTIVE The majority of the individual Primary Elements are rated higher than MeetsExpectations. No Primary Element is rated below Meets Expectations.

® FULLY SUCCESSFUL All individual Primary Elements are rated Meets Expectations or higher.majority of the Primary Elements are not rated above Meets Expectations.

Q UNSATISFACTORY One or more individual Primary Elements are rated Failed to Meet Expectations.

The

Ratin Official’s Signature

Reviewing Official’s Signature

Date £ (

Date

Pierrette MeintireRating Official’s Name (typed or printed)

N/AReviewing Official’s Name (typed or printed)

The employee’s signature means only that the employee has had an opportunity to review, discuss, and comment on thispraisal.

___________________________________________

Shirley BetheaEmployee’s Signature Date Employee’s Name (typed or printed)

Employee Comments? QYes QNo (Limited to 7 lines of text)

Page 9

PART Irk PERFORMANCE PLANNING

Position Title: Technical Specialist

Primary Element I: Customer Service and Communications

. Fully Successful StandardGeneral Measures Specific Measures

(meets expectations)

Tells what is important Describes those parts of Describes the level ofgoodsoundperformance,about the Element, e.g., the results that are tracked commensurate with the employee ‘s grade level. EachQuality, Cost, e.g., Accuracy ofData. ofthe following aspects ofwork must have been usuallyTimeliness, Efficiency, accomplished.Effectiveness.

Quality Effective oral/written Communications with internal/external stakeholders arecommunications clear, effective, and consistent with established

agency/office guidelines.

Accuracy of information Hardware and software inventory issues or problems areidentified and adequately resolved.

Analysis is useful and answers the questions asked.

Technical support provided achieves appropriate/desiredresults.

Timeliness Adherence to time frames Assignments are completed and presented in accordancewith established deadlines and time frames with employeeinput, as appropriate.

Response time Response to customer inquiries/requests is timely,responsive and accurate.

Feedback Sources for Monitoring Sourcesfor this Primary Element may include, but are not limited to, thefollowing:

Supervisor’s review of work productsSupervisor’s observationEmployee inputFeedback internal/external stakeholders

Page 10Part VI PERFORMANCE PLANNING


Primary Element II: Completed Work Products

. Fully Successful StandardGeneral Measures Specific Measures(meets expectations)

Tells what is important Describes those parts of Describes the level ofgood soundperformance,about the Element, e.g., the results that are tracked commensurate with the employee ‘s grade level. EachQuality, Cost, e.g., Accuracy ofData. ofthe following aspects ofwork must have been usuallyTimeliness, Efficiency, accomplished.Effectiveness.

Quality Clarity, accuracy, and logical Relevant and quality information and services (e.g., analysisorganization of work of inventory data, guidelines, etc.) areproducts developed/delivered/produced in accordance with EEOC

policies, procedures, regulations and guidelines.

Major revisions are rarely necessary; most work productsrequire only minor revisions.

Thoroughness and accuracy Written materials are accurate, clear, logical, well organizedof analysis, research and and understandable, and delivered/produced withininformation established agency/office guidelines.

Technical support provided is relevant, comprehensive, andadequately addresses all issues.

Recommendations, proposed solutions, and modificationsare sound and designed to achieve division objectives.Design and implementation of new information technologyeffectively meets agency needs.

Alternative courses of action are identified and based onlogical assumptions and factual information that take intoconsideration resources, constraints, and organizationalneeds.

Timeliness Adherence to established Assignments are completed and presented in accordancedeadlines and time frames with established deadlines and time frames. Time frames

may be adjusted to consider such factors as workload, travelrequirements, etc.

Feedback Sources for Monitoring Sourcesfor this Primaiy Element may include, but are not limited to. thefollowing:

Supervisor’s review of work productsSupervisor’s observationEmployee inputTracking systems

Page 11

Part VI: PERFORMANCE PLANNING


Primary Element III: Operational Efficiency and Effectiveness

. Fully Successful StandardGeneral Measures Specific Measures(meets expectations)

Tells what’s important Describes which part of Describes the level ofgood soundperformance,about the Element, e.g., the results to be tracked commensurate with the employee ‘s grade level. EachQuality, Cost, e.g., Accuracy ofData. ofthe following aspects ofwork must have beenTimeliness, Efficiency, usually accomplished.Effectiveness.

Efficiency and Contributes to agency/office Work is planned, managed and performed to advance theEffectiveness goals by planning, accomplishment of the agency/office’s goals.

prioritizing and completingwork

Effective internal/external Collaboration with office staff is productive and supportscollaboration agency/office goals.

Feedback Sources for Monitoring Sourcesfor this Primary Element may include, but are not limited to, the following:

Supervisor’s review of work productsSupervisor’s observationEmployee inputAnalysis of employee’s overall contribution to the agency/office goals during the appraisal period

Office of Information Technology (OIT)2015 Attachment A - Work Protocols and Expectations — Shirley Bethea

Team Work

• Be inclusive and actively collaborate with others.• Take initiative regarding your team’s assignments and responsibilities. Show a sense of urgency.• Continuously monitor the tickets for your groups and assign unassigned tickets to yourself.• If you see an unassigned ticket for your team, and you cannot resolve the issue yourself, find someone else to

accept it.

• Attend your assigned meetings promptly; and participate actively.• Come to meetings prepared with current status details on your projects, tasks, and work.

Engagement

• Th retain telework privilege, adhere to the requirements set forth in OlT’s Telework MOU and TeleworkAgreement.

• Be available to respond to communications via phone, messenger, and/or email. You must be able toparticipate in audio conference calls, web-based collaboration sessions and automated time and attendancesystem.

• When teleworking send an e-mail to your supervisor no later than lOAM, listing the substantive work you planto complete while teleworking. No need to list all administrative tasks, such as checking/responding toemails.

• If required, provide any requested deliverable produced during your work day to your supervisor no later thanclose of business that same day.

FY2015 Work Products:• Train to ensure full understanding of requirements for entry of financial transactions, credit card processing,

and asset management utilizing the new Financial System. Work with Administrative Team lead to identifyprocess improvements for efficiently using the new system.

• Ensure IT inventory is accurately and timely updated in the asset management system.• Ensure Asset management and excessing of property is coordinated with minimal management guidance.• Assume lead responsibility for entry of financial management (Purchase Request approvals, credit card

processing, reconciliation, monitoring invoice & payments) into the financial system. Complete financialtransactions in an accurate and timely manner, maintaining paper and electronic documents as required.

• Assume responsibility for entry of human resource (SF52s, etc) into the Federal Personnel and Payroll System,completing transactions in an accurate and timely manner.

• Complete payroll time-keeping responsibilities within Quicktime in an accurate and timely manner, assistingstaff and management as required and reviewing timecards for errors prior to validation.

• Become skilled in the travel system, to support staff and management. Learn travel regulations related toreimbursement.

• Monitor and resolve Service Now tickets, including maintaining software inventory spreadsheets, in a timely,consistent and satisfactory manner.

• Assist with updating and following EEOC/OIT processes and procedures with minimal management oversight.• Ensure timely completion of Inventory certifications and audits without major problems.• Report on projects and escalation of problems/issues in a clear, effective, and timely manner.• Serve as administrative assistant to the ClO and DCIO, managing schedule, correspondence and other special

assignments in an accurate and efficient manner. Monitor and control workflow/communications for OlT.

2

.ta,,dard Form 501ev, 7191IS. OfflceofPenoond Management NOTIFICATION OF PERSONNEL ACTIONPM Supp. 296—33, Suheh. 4

I. Name (I.,ast, First, MIddle) 2. SocIal Security Number 3. Date of BIrth 4. EffectIve DateSETHEA, ShIRLEY 579464310 02/02/1961 11/1612014FIRST ACTION SECOND ACTION

5—A. Code 5-B. Nature of Action 6-A. Code 6-B. Nature of Action702 PROMOTION

5-C, Code 5—D. Legal Authority 6-C. Code 6—D. Legal AuthorityN3M REG. 335.102 COMP

5-C. Code 5-F. Legal Authority 6-C. Code 6-F. Legal Authority

7. FROM: Position Title and Number 15. TO: Poollion Title and NumberSUPPLY TECHNICIAN ADMINISTRATIVE ASSISTANT

IT H008040 rr 11008153. Pay Plan 9. 0cc. Code 0. Grade or Level Ii. Step or Rat. 12. Total Salary 13. Pay BasIs 16. Pay Plan 17. 0cc. Coda iS. Grade or Level 19.Step or Rate 20. Total Salary/Award 21. Pay BailsGS 2005 08 10 61377 PA GS 0301 09 09 66049 PA

2*. hate Pay 12B. Locality Adj. tIC. *43. BasIc Pay 12D. Other Fey 20*. BasIc Pay 20B. Locality Adj. bC. *63. BasIc Pay 200. Other Pay49410 11967 61377 0 53171 12878 66049 0

14. Name and Location of Position’s OrganIzation 22, Name and Location of Poaltloa’s OrganizationEQUAL EMPL OPPOR COMM EQUAL EMPL OPPOR COMM)FF OF INFO TECHNOLOGY, OFF OF DIR OFF OF INFO TECHNOLOGY, OF? OF DIR

WASH]NGTON,DC WASIHNGTON,DC

EMPLOYEE DATA13. Veterans Preference 14. Tenure 25. Agency Usc 26. Veterans Preference for RIPT :, s5.bIe tO-PslstJCampcaaabief3S% I YES NO17. FEGLI 28. Annultant Indicator 29. Pay Rate Determinant

BASIC ONLY 9 NOT APPLICABLE 030. Retirement Plan 31. ServIce Comp. Date (Leave) 32, Work Schedule 33. Part—Time Hours PerI]FERS & FICA 01/0811985 F j FULL-TIME

POSiTION DATA34. PosItion OccupIed 35, FLSA Category 36. Appropriation Cede 37. BargainIng Unit Status

fl I - Competithe Serolec 3 -SIS Ceseral L-tseI4-Sn CarcerReacroed N Noaeo,.ops 8888

38. Duty Station Cede 39. Duty Station (City — County — State or Overaeu Locatioa)11-0010-001 WASHINGTON,DISTRICT OF COLUMBIA

40. Agency Data 41. 42. 43. 44.FUNC CLS 00 VET STAT X EDUC LVL 04 SUPV STATS POSITION SENSITIViTY NONSENSITWE/LOW RI

t FROM MERIT PROMOTION CERT. #GK-14-JGI-03149S01DATED 09/30/14.POSITION IS AT THE FULL PERFORMANCE LEVEL OR BAND.

16. EmployIng Department or Agency 50. SignatorelAuthenticatlon and Title of Approving omclniEE - EQUAL EMPL OPPOR COMM 142012990 / ELECTRONICALLY SIGNED BY:

17. Agency Code 48. Personnel Office ID 49. Approval Date TERESA DARGANEEOO 3201 11/24/2014 HUMAN RESOURCES SPECIALIST

-Part 50—3162- OPF Copy - Long-Term Record - DO NOT DESTROY Editiem Prior to 7/91 *re Not DiaNe Alter 6/3019

NSN 7S4O-0l-333-42

SHIRL performace rating and 50

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