TOTAL ARMY PERFORMANCE EVALUATION SYSTEM

(TAPES)

Army Regulation 690-400 Chapter 4302
Chapter 1 Chapter 2 Chapter 3 Appendixes Glossary
Glossary
CHAPTER 1

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CHAPTER 2

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CHAPTER 3

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APPENDIX A

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APPENDIX B

ACPERSGenerated Letter
Probationary and Trial Period

REPLY TO: CIVILIAN PERSONNEL OFFICE
SUBJECT: COMPLETION OF PROBATION/TRIAL PERIOD
TO: MS. JANICE R. SMITH, CHIEF, SUPPLY DIVISION

MR. JOHN G. DOE WILL COMPLETE HIS/HER ONE YEAR PROBATIONARY/TRIAL PERIOD IN HIS/HER NEW POSITION/SUPERVISORY POSITION ON 6 MAY 91. AS THIS INDIVIDUALS SUPERVISOR, YOU MUST CERTIFY WHETHER CONDUCT/PERFORMANCE ARE AT A LEVEL TO WARRANT RETENTION OF THIS PERSON IN HIS/HER CURRENT POSITION. YOU MAY DO SO BY CHECKING THE APPROPRIATE BLOCK BELOW; PROVIDING YOURS AND THE EMPLOYEES SIGNATURE AND THE DATE ON THE FORM; AND RETURNING IT TO THE CIVILIAN PERSONNEL OFFICE WITHIN TWO WEEKS FROM THE DATE OF THIS TRANSMISSION.

FROM: SUPERVISOR

1) I HAVE HELD A COUNSELING SESSION WITH THIS PROBATIONARY/TRIAL EMPLOYEE/ SUPERVISOR. MY DECISION IS SUMMARIZED BELOW:

(a) SUCCESSFUL PERFORMANCE: (PLEASE CHECK ONE OF THE TWO BLOCKS)

(1) (X) EMPLOYEE IS SUCCESSFUL IN ALL ELEMENTS OF JOB PERFORMANCE AND CONDUCT AND SHOULD BE RETAINED IN HIS/HER PRESENT POSITION; OR

(2) ( ) SUPERVISOR IS SUCCESSFUL IN ALL SUPERVISORY/MANAGERIAL ELEMENTS OF THE POSITION AND SHOULD BE RETAINED.

(b) UNSUCCESSFUL PERFORMANCE:

( ) EMPLOYEE IS NOT SATISFACTORY IN ALL ELEMENTS OF JOB PERFORMANCE AND CONDUCT. I HAVE DISCUSSED THIS WITH THE EMPLOYEE RELATIONS SPECIALIST AND HAVE INITIATED ACTION TO ACCOMPLISH THE FOLLOWING:

( ) ADDITIONAL TRAINING                           ( ) REASSIGNMENT                                         ( ) DEMOTION                       ( ) SEPARATION

 

JANICE R. SMITH                                                                  JOHN G. DOE

1 MAR 91                                                                              1 MAR 91

SUPERVISOR SIGN AND DATE                                             EMPLOYEE SIGN AND DATE

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GLOSSARY

Base System
Armys performance appraisal system covering employees in the following pay plans and grades: WL, WG, WS/GS-8/below (excluding Career Interns) and equivalent levels in other pay plans (e.g. Power Plant Trainees).
Counseling Checklist
Base system Performance Plan as required by 5 CFR 430.
Days
Calendar days.
Employees
All individuals to whom this chapter applies (see para 1-3.)
General Schedule
Pay plan referred to as GS
Intermediate Rater
The individual who occupies a supervisory position in the Ratees chain of command which falls between that of the Rater and the Senior Rater. (NOTE: Whether or not to include Intermediate Raters in individual rating chain is a local activity commander or equivalent decision.)
Integrated Core Document (ICD)
The document generated by the DOD-wide Automated system which produces job descriptions; Knowledge, Skills, and Abilities for recruitment purposes; and individual performance plans.
Objective
A critical element in the Senior system as defined in 5 CFR 430.
Objective Rating
The adjectival rating assigned to each Objective that the Ratee in the Senior System had a reasonable opportunity to perform (see para.1-5g).
Overall Performance Rating
The summary rating assigned to describe the Ratee's overall performance for the rating period.
Performance
The Ratees accomplishment of documented  expectations set fourth during performance discussions.
Performance Appraisal
The act or process of reviewing and evaluating the Ratees achievements against documented expectations and the results of the review and evaluation that are recorded on the Performance Evaluation Report Form . (DA Form 7222 for Senior and DA Form 7223 for Base systems.)
Performance Plan
Performance-related expectations documented on DA Form 7223-1 in the Base System; DA Form 7222-1 in the Senior System, or on the ICD for those employees whose job descriptions are so generated. The performance plan uses the job description and the work units mission and goals as its base and includes reprinted Responsibilities (Base System only), pre-printed Performance Standards, and individual work and professional development expectations.
Performance Standard
Statements of the types and levels of performance expected which serve as measuring tools to be used in assessing Responsibilities and Objectives.
Program Reviews
Reviews of the ratee achievements that take place at least around the midpoint of the rating period.
Ratee
The employee who is being rated.
Rater
The individual in the Ratees chain of command and normally the immediate supervisor , who establishes performance expectations and who proposes overall performance appraisals and ratings.
Rating Chain
The Rater, Intermediate Rater (optional) and Senior Rater.
Rating of Record
The Overall Performance Rating assigned to the annual appraisal.
Rating Period
The period of time, normally 1 year but not less than 120 days under an approved performance plan, for which the employee receives a written performance appraisal.
Responsibility
A critical element in the Base system as defined by 5 CFR 430.
Responsibility Rating
The adjectival rating assigned to each Responsibility in the Base System (see subpara l-6h.)
Senior Level
Pay plan for leadership positions classified above GS-15 which are referred to as SL.
Senior Rater
The individual in the ratee supervisory chain of command who is at a higher level in the organization than the Rater. Senior Raters must review all Unsuccessful ratings. The use of Senior Raters to review performance plans and ratings of Fair and above is a MACOM or Independent Reporting Activity decision which may be delegated down the chain of command.
Senior System
Armys performance appraisal system covering employees in the following pay plans and g r a d e s : SES, SL, ST, GM, WS / GS-9 and above, employees in equivalent pay plans and grades and Career Interns.
Special Appraisal
Appraisals issued for purposes other than the end of the annual rating cycle (e.g. at end of temporary promotions and details or when the current rating of record does not support an Acceptable Level of Competence decision).
ST
The code for the pay plan for scientific and professional positions classified above GS-15.
Support Form
Senior system Performance Plan as required by 5 CR 430,
Values
DA values prescribed by Armys senior leadership and displayed in Part V of the Civilian Evaluation Report Forms, DA Forms 7222 and 7223. They are Loyalty, Duty, Respect, Selfless Service, Honor, Integrity, and Personal Courage.
Wage Grade
Nonsupervisory position classified in the Federal Wage System and referred to as WG.
Wage Leader
Leadership position classified in the Federal Wage System and referred to as WL.
Wage Supervisor
Supervisory positions classified in the Federal Wage System and referred to as WS.
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