- Topics Covered
- Target Users
- Rating Supervisor
- Reviewing Supervisor
- Pool Supervisor
- Required Permissions
When your employee first receives their scored Employee Performance Report (EPR), they have the option to add their comments and then Acknowledge the document as correct or Initiate Appeal if they have concerns about their EPR or the review process. Appeals must be lodged within 5 business days of receiving the scored EPR.
As the Rating Supervisor, you will be notified of the employee's appeal. Find it under Appeals in Current Documents or through the APPEALS section of the dashboard.
The Action to take is View Appeal.
The appeal shows its current status and comments left by the employee. View Review directs you to the employee's EPR.
You have 5 business days to add your comments for the employee and Approve or Disapprove the appeal. Approving the appeal will re-open the employee's EPR for your review. The process of scoring and approval by supervisors and HR begins again.
If you choose to disapprove the appeal, the employee will be notified. They have the option to Cancel their appeal or escalate it to the Reviewing Supervisor. Once again, this supervisor can Approve or Disapprove the appeal.
If the Reviewing Supervisor chooses to disapprove the appeal, the employee can escalate to the Pool Supervisor. As before, they can Approve or Disapprove the appeal.
The Pool Supervisor normally makes the final call on the employee's appeal. However, in cases where all 3 supervisors are the same person, the employee can lodge their appeal directly with the Deputy Chief of Mission (DCM). The DCM can then Approve or Disapprove the appeal. Approving the appeal causes the EPR to be re-opened for review by the Rating Supervisor. Disapproving the appeal at this final stage notifies the employee that their appeal was unsuccessful and requests their acknowledgement.
When an appeal is cancelled (at any time by the employee) the scored EPR is returned to the employee for acknowledgement.
Please sign in to leave a comment.