BOP Program Statement 3430.09 § 4

The basic structure of the performance evaluation program is outlined below and described in

detail in subsequent sections.

At the beginning of the rating period, the rating official issues the employee the performance

standards for his/her position and discusses them. Both the employee and rating official

acknowledge receipt of the standards. The rating official records the date that the discussion

took place.

P3430.09 7/25/2017 6

Throughout the rating period, the rating official makes entries in the employee’s performance

log. Each element of the performance standards must be addressed at least once each quarter.

The rating official discusses each entry in the performance log with the employee prior to its

official use. Entries in the performance log serve as the basis for the progress review and final

rating.

Halfway through the rating period, the rating official completes a written progress review and

discusses it with the employee. Both the employee and rating official acknowledge receipt of the

progress review. The rating official records the date that the discussion took place.

At the end of the rating period, the rating official evaluates each element of the performance

standards, assigns a rating to each element and forwards the rating to the reviewing official. The

reviewing official approves or adjusts the individual element ratings, assigns an overall rating

(and forwards the rating to the approving official in the case of Outstanding ratings), and returns

the rating to the rating official for discussion. The employee acknowledges receipt of the annual

rating. The rating official records the date that the discussion took place. Employees will

receive their performance ratings within three weeks after the end of the rating period unless

extenuating circumstances exist.

An employee must have worked under a set of performance standards for a minimum of 90 days

before receiving a rating based on those standards. A rating official must have supervised an

employee for a minimum of 90 days in order to issue a final rating. In these situations no

progress review is required.

Employees absent due to being on active military duty or workers’ compensation will maintain

their existing rating until their return. Employees returning with at least 90 days remaining in the

current rating period will be evaluated at the end of the rating cycle. Employees with less than 90

days remaining in the current rating period will be evaluated after the 90-day requirement has

been met.

There is no minimum time requirement before a reviewing official can review a rating.