FAQ - Service Reviews

 

 

Question

Who develops my performance objectives?

Answer

You and your manager, according to Supplementary Agreement 12:A, an employee and his or her supervisor jointly establish specific performance objectives for the annual rating period. Performance objectives are to be established early in the fiscal year and are based on the major job duties of the employee’s position description.

Job duties and performance objectives should be reviewed throughout the year and adjusted if necessary.

The EA service review form is considered to be part of the Supplementary Agreement.

 

How does the goal setting process work?

  • Manager provides the Business Unit (BU)/Group goals to employees
  • Manager and employee meet to jointly establish employee goals to support BU/Group goals according to the IPM schedule
  • SMART criteria (Specific, Measureable, Attainable, Relevant and Time-Bound) will be used, where applicable
  • Meets/Exceeds criteria should be clear
  • Performance Objectives and Performance Competencies are to be individually weighted
  • Performance Objectives should be based on one or more of the following areas:

Individual Performance, 

Position-Specific Duties and/or,

Individual Contribution to BU/Group goals

 

What happens if an employee and their manager do not agree upon the initial establishment of goals and objectives?

If the manager and employee fail to agree on the establishment of initial performance objectives and/or weightings, the employee has 30 days to file an S-12:A appeal form with the responsible manager, and the matter will be resolved through the agreed upon dispute resolution process for goal setting. The manager’s proposed goals are entered into the Integrated Performance Management (IPM) system, but not placed in the personal history record during the dispute resolution process.

 

How does the dispute resolution process work in regard to goal-setting?

  1. Within three calendar weeks of the filing of the appeal, the employee, manager, DUR and HR will meet for the purpose of mediating a resolution. Both the manager’s and the employee’s proposed goals are submitted for review.
  2. Absent resolution through mediation, the employee may appeal the matter to the Joint Review Board. This done by submitting a copy of the completed appeal form, with a written notice of appeal, to the Senior Vice President (SVP) of Employee Relations & Diversity (ER&D) and EA Valley-Wide President within 15 calendar days of the date the mediation is held.
  3. The Joint Review Board members will be the Senior Manager, EA Section President, and SVP ER&D or EA Valley Wide President (alternating)
  4. The Joint Review Board will issue a non-precedential bench decision that is final and binding
  5. Attendees at the Joint Review Board will be limited to the appropriate Human Resources Consultant, EA Labor Relations Specialist, employee and manager
 

What standards will the Joint Review Board use to determine whose objectives should become a matter of record?

The Joint Review Board standards are:

  • proposed objectives are within definition and capabilities/qualifications of job description
  • proposed objectives are clear and achievable
  • proposed objectives are consistent with and in alignment with TVA business objectives
 

When is the supervisor to communicate with me regarding my performance and what if I do not agree with any/all of my ratings at the end of pay year/rating period?

The supervisor is supposed to communicate with the employee about job performance throughout the pay year/rating period. Annual ratings are assigned at the end of the pay year/rating period. Ratings are assigned for each performance objective and for each performance competency.

Any annual rating is grievable. Employees who do not agree with any/all of their annual ratings must submit a grievance for to their supervisor within 30 days of receiving their annual performance review.