Section 1. General
The Department shall adhere to all applicable Government-wide and Departmental
rules and regulations and the provisions in this Article in the administration of
a. The current rating of record will be used as a basis for decisions to grant
performance-based awards under the Department’s Performance
Management System. In addition to performance bonuses based on a rating
of record, managers and supervisors are encouraged to utilize all award
categories to reward deserving employee performance in a timely manner
throughout the rating cycle. Examples of other award categories are special
act or service, instant good job, time off, honorary, and non-monetary.
b. Absent budget constraints, Management will fully utilize the awards budget
to reward deserving employee performance.
c. Managers and supervisors are encouraged to make use of Special Act
Awards, when appropriate, throughout the year.
Section 2. Effect of Summary Ratings
a. An employee who receives a rating of record of Exemplary must receive a
performance award and/or a Quality Step Increase.
b. An employee who receives a rating of record of Highly Effective should
normally receive a performance award.
c. An employee who receives a rating of record of Effective should be
considered for and may receive a performance award.
d. If an employee has been promoted within the appraisal year, the
appropriate manager or supervisor shall take this into account in
determining the amount of the employee’s performance award, and/or
whether to grant a Quality Step Increase for an “Exemplary” rating for that
e. Within each defined performance award unit, awards granted to employees
in the same grade with a particular rating should normally be more in terms
of dollars (including any Quality Step Increase) than awards received by
employees in the same grade with a lower rating.
f. If an employee does not have a rating of record when performance awards
are granted, the employee will be granted an award when he/she is
assigned a rating of record for the rating cycle.
g. Management will make retroactive adjustments to awards for employees
whose ratings change after the distribution of payouts.
h. Management will normally pay out performance awards by the end of the
i. Performance awards shall be as follows:
Rating Percent of Employees’ Rate of Base Pay
Exemplary Up to 10% but not less than $600
Highly Effective Up to 7% but not less than $500
Effective Up to 4% but not less than $400