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Home > About USPS & News > Forms & Publications > Postal Periodicals and Publications > Manuals > Employee and Labor Relations Manual - Issue 18 > 3 Employment and Placement > 370 Performance Evaluation
370 Performance Evaluation
Postal Service employees are expected to conduct themselves in a manner
that reflects favorably upon the organization and perform their duties in the
most efficient manner. Both the supervisor and employee have a mutual
responsibility to achieve these goals. When properly used, performance
evaluation strengthens the daily supervisor-employee relationship in working
toward this end.
372 Sound Supervision
The principles of sound supervision require that supervisors evaluate
employee performance daily. Supervisors should counsel and instruct their
employees as necessary, giving attention to evidence of good performance,
as well as to areas where the employees need improvement.
373 Performance Evaluation Systems
373.1 Formal Evaluation
Postal Service Headquarters prescribes formal evaluation systems for a
variety of purposes. A formal evaluation consists of defined standards of
performance, instructions for establishing a measure of where an employee
fits within the standards, and a form to record information.
373.2 Informal Evaluation
Informal evaluation is based on the supervisor's day-to-day observations and
is characterized by the absence of forms and instructions. The supervisor
should make use of available human resources and give personal
encouragement and guidance as a part of his or her daily practice. These
practices must be part of a continuous formal and informal process.
374 Discussing Performance With Employees
The supervisor must discuss job performance with each employee. If the
employee's performance is unsatisfactory, the supervisor suggests
constructive measures for an employee to follow to improve his or her
performance to a satisfactory level.
375 Outstanding and Unsatisfactory Performance
375.1 Outstanding Performance
Outstanding performance is a level of performance that far exceeds that
which is normally expected of an individual in a particular position and is far
above the performance and achievement of most satisfactory employees in
terms of productive effort, proficiency, and significant contributions to the
Postal Service. If a supervisor determines that a bargaining employee's
performance is outstanding, the supervisor considers recommending the
employee for a special achievement award or quality step increase. For EAS
employees, such performance is recognized in their annual merit review and
recognition programs. See 416 and 470 for more
information.
375.2 Unsatisfactory Performance
Unsatisfactory performance is a level of performance that is repeatedly or
consistently below the minimum requirements expected of an employee in
the position, based on an evaluation of job-related factors such as reliability,
willingness to work with fellow employees, quantity or quality of work
production, and attendance. If a supervisor determines that an employee's
performance is unsatisfactory and reasonable efforts toward improving
performance to a satisfactory level have not been successful, effort is made
to reassign the employee to a job that the employee can be expected to
perform satisfactorily. If there is no such job available and if disciplinary action
must be taken, the appropriate adverse action procedure is followed.
376 Performance Evaluation During Probation
See Handbook EL-312, 584, Employee Evaluation.
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