How should agencies deal with completing EPRs for employees on extended military leave, those employees who are gone for the entire evaluation period?
Agencies should have the supervisor and reviewing officer annotate in the comments area the circumstances as to why the employee could not be rated for the prescribed evaluation period, and have both the supervisor and reviewing officer sign and date the form within the appropriate completion period. For employees who work for part of the evaluation period, the supervisor should assess the employee’s performance for the period of time that the employee was working and annotate the circumstances why the remaining period of time could not be evaluated. Agencies may then consider the evaluation as complete, and timely if it was completed and filed in the human resource office by the due date. An employee is on a fiscal year performance evaluation cycle, is subsequently promoted, serves a six-month probationary period that concludes in March, for example, and receives a probationary rating at that time. When the time comes for the annual rating, should the review period cover the entire an
Related Questions
- How should agencies deal with completing EPRs for employees on extended military leave, those employees who are gone for the entire evaluation period?
- What rights do employees on military leave have to continued coverage under an employers health insurance plan?
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