SHIRL performace rating and 50

U. S. Equal Employment Opportunity Commission
Page 1
Non-supervisory Employee Performance Appraisal Recordj
This form records: (1) an understanding between the rating official and the employee of what is to be
accomplished during the appraisal period; (2) how those accomplishments will be evaluated; (3) theemployee’s interim progress toward achieving the specified accomplishments; (4) the employee’s acutal
accomplishments during the rating period; and (5) the overall summary rating assigned to the employee.
Performance Rating Period: From: 11/09/2014 To: 09/30/2015
TYPE OF RATiNG (Indicate the type ofrating.)
0 ANNUAL RATING OF RECORD 0 INTERiM RATiNG 0 OTHER
Name: Shirley Bethea Social Security Number:
Position Title: Administrative Assistant Series & Grade: GS-303-09
Office/Location: Office of Information Technology
Performance Plan Certification: Signatures certify that the rating official and the employee have met, reviewed andldiscussed the Primary Elements and Performance Standardsfor the established performance appraisal period. The
performance plan is contained in Part IV
( PieffeUe Mclntfre
Rating ffic/dV Si ture Date Rating Official’s Name (typed orprinted)
2jLt Shirley Bethea
Employee’s Si ture Date Employee’s Name (typed orprinted)
Progress Review Certification: Initials by rating official and employee certz)5i that performance and progress to
date have been discussed. Written documentation is contained in Part III - A (Rating Official’s comments) and B
(Employee optional comments).
Rating Official: /JLL_
Date:”/
Employee:
_____
___
_____
_____
Privacy Act Statement
This form is subject to the provisions of the Privacy Act. Copies will be retained by the Office of Human Resources, and provided for reviewand retention as required to appropriate management officials having a need to know. The Non-supervisory Performance Appraisal Recordgathers and records information on how EEOC employees are performing their duties and responsibilities. The information will be used todetermine eligibility for, retention in, or removal from EEOC; awards, and/or compensation benefits. The authority to collect this information iscontained in Title IV of the Civil Service Reform Act of 1978. The information will not be disclosed outside of EEOC without prior consentexcept as required or permitted by law.
EEOC FORM 636 (JUNE 2005)

PART II PERFORMANCE RATIN( GUIDELINE Page 2
IJThELINES
Performance Rating Guidelines. Each element described in the employee’s performance plan is critical to the
accomplishment of the agency’s mission and goals and is therefore, designated as a Primary Element. The objective of
the first Primary Element, Customer Service/Communications, is to assess the quality and timeliness of the employee’s
contacts/interactions, written/oral communications, guidance and/or advice to/with internal/external customers/
stakeholders. The objective ofthe second Primary Element, Completed Work Products, is to assess the specific work
products/services completed. The objective ofthe third Primary Element, Operational Efficiency and Effectiveness, is
to assess employee’s overall contribution to/impact on the organizational goals and objectives ofthe agency. The
performance standard definitions serve as guidelines for determining the employee’s performance under each element.
For each Primary Element, the rater must carefully determine whether the employee’s performance aligns with the
expectations outlined in the four rating levels. The overall contribution ofthe employee’s performance for each
Primary Element must, in the rater’s judgment, meet the rating level assigned.
Performance S dard Definitions
OUTSTANDING (Far Exceeds Expectation): The employee’s performance consistently exceeds the highly effective
level and greatly exceeds the expectations described in the Fully Successful standard. This is the level of exceptional
performance. The Primary Element is not only achieved, but completed in an exemplary manner. The employee
makes exceptional contributions to the organizational goals and objectives of the agency.
HIGHLY EFFECTIVE (Exceeds Expectations): The employee’s performance consistently exceeds expectations
described in the fully successful standard. This is the level of unusually good performance. Performance of the
Primary Element is consistently above the fully successful level. The employee makes significant contributions to the
organizational goals and objectives ofthe agency.
FULLY SUCCESSFUL Øfeets Expectations): The employee’s performance consistently meets expectations
described in the fully successful standard in the employee’s performance plan. This is the level of good sound
performance. The Primary Elements are met. The employee has contributed positively to organizational goals and
achieved meaningful results.
UNACCEPTABLE (Fails to Meet Expectations): The employee’s performance is unacceptable and fails to meet the
established performance standard i.e., Fully Successful, in one or more Primary Elements. Job performance produces
unacceptable work products. Minimum requirements ofone or more Primary Elements are not met. Performance
deficiencies detract from mission goals and objectives.

PART ffl-A PROGRESS REVIEW - RATING OFFICIAL’S COMMENTS Page 3
One progress review is required at midpoint of the performance cycle; however, frequent communication between the
employee and rating official regarding performance is encouraged and recommended. The rating official will assess
and document in writing the progress made by the employee in achieving results and meeting performance
expectations. Specific comments should be provided on areas accomplished well by the employee, if the employee is
progressing as planned, or in need of improvement. Note: A progress review is I a rating. The employee’s written
comments are optional but encouraged. Written documentation becomes part ofthe performance appraisal and a copy
is provided to the employee. The rating official and employee must then date and initial in the space provided in Part
I, certifying that performance and progress to date have been discussed. (Limited to 37 lines of text)
VbW’ titd Vt*&11

PART UlE PROGRESS REVIEW - EMPLOYEE’S COMMENTS (OPTIONAL) Page 4
One progress review is required at midpoint ofthe performance cycle; however, frequent communication between the
employee and rating official regarding performance is encouraged and recommended. The rating official will assess
and document in writing the progress made by the employee in achieving results and meeting performance
expectations. Specific comments should be provided on areas accomplished well by the employee, if the employee is
progressing as planned, or in need of improvement. Note: A progress review is a rating. The employee’s written
comments are optional but encouraged. Written documentation becomes part of the performance appraisal and a copy
is provided to the employee. The rating official and employee must then date and initial in the space provided in Part
I, certifying that performance and progress to date have been discussed. (Limited to 37 lines of text)

PART IV: INDIVIDUAL ELEMENTRATTNG AND NARRATIVESJJMMARY’ Page 5
Name: Shirley Bethea
Rating Period: From: 11/09/2014 To: 09/30/20 15
INSTRUCTIONS: The rating official shall assess the employee’s performance on each Primary Element,
taking into consideration all relevant performance information including the Accomplishment Report
submitted by the employee and any interim ratings completed during the appraisal period and (1) indicate
in the space below whether the employee’s performance Far Exceeds Expectations (FE), Exceeds
Expectations (E), Meets Expectations (M), or Fails to Meet Expectations (F) for the element and (2) give
concise but substantive examples of results achieved that support the rating for each Primary Element.
PRIMARY ELEMENT I of HI: Customer Service and Communication
Level of Achievement: 0 FE 0 E 0 F
NARRATIVE SUMMARY
(Give concise but substantive explanation and examples to support element rating): (Limited to 27 lines of text)

PART IV INDIVIDUAL PRIMARY ELEMENT RATING AND NARRATIVE SUMMARY Page 6
Rating Period: From: 11/09/2014 To: 09/30/2015
PRIMARY ELEMENT Ii of III: Completed Work Product
Level of Achievement: 0 FE 0 £ F
NARRATIVE SUMMARY

PART IV INDIVIDUAL PRIMARY ELEMENT RATING AND NARRATIVE SUMMARY Page 7
PRIMARY ELEMENT Ill of ill: Operational Efficiency and Effectiveness
Level of Achievement: Q FE 0 M 0 F
NARRATIVE SUMMARY

PARTY: STThY RATING
Page 8
INSTRUCTIONS: Based on the element ratings given in Part IV on the individual Primary Elements, select
one of the four levels of performance that best describes the employee’s overall performance:
Q OUTSTANDiNG The majority of the individual Primary Elements must be rated Far Exceeds
Expectations and must include a Far Exceeds Expectations rating for the Primary
Element, Completed Work Products. No Primary Element may be rated below
Exceeds Expectations.
O HIGHLY EFFECTIVE The majority of the individual Primary Elements are rated higher than Meets
Expectations. No Primary Element is rated below Meets Expectations.
® FULLY SUCCESSFUL All individual Primary Elements are rated Meets Expectations or higher.
majority of the Primary Elements are not rated above Meets Expectations.
Q UNSATISFACTORY One or more individual Primary Elements are rated Failed to Meet Expectations.
The
Ratin Official’s Signature
Reviewing Official’s Signature
Date £ (
Date
Pierrette Meintire
Rating Official’s Name (typed or printed)
N/A
Reviewing Official’s Name (typed or printed)
The employee’s signature means only that the employee has had an opportunity to review, discuss, and comment on this
praisal.
Shirley Bethea
Employee’s Signature Date Employee’s Name (typed or printed)
Employee Comments? QYes QNo (Limited to 7 lines of text)

PART Irk PERFORMANCE PLANNING
Position Title: Technical Specialist
Primary Element I: Customer Service and Communications
.
Fully Successful StandardGeneral Measures Specific Measures
(meets expectations)
Tells what is important Describes those parts of Describes the level ofgoodsoundperformance,
about the Element, e.g., the results that are tracked commensurate with the employee ‘s grade level. Each
Quality, Cost, e.g., Accuracy ofData. ofthefollowing aspects ofwork must have been usually
Timeliness, Efficiency, accomplished.
Effectiveness.
Quality Effective oral/written Communications with internal/external stakeholders are
communications clear, effective, and consistent with established
agency/office guidelines.
Accuracy of information Hardware and software inventory issues or problems are
identified and adequately resolved.
Analysis is useful and answers the questions asked.
Technical support provided achieves appropriate/desired
results.
Timeliness Adherence to time frames Assignments are completed and presented in accordance
with established deadlines and time frames with employee
input, as appropriate.
Response time Response to customer inquiries/requests is timely,
responsive and accurate.
Feedback Sources for Monitoring Sourcesfor this Primary Element may include, but are not limited to, thefollowing:
Supervisor’s review of work products
Supervisor’s observation
Employee input
Feedback internal/external stakeholders

Part VI PERFORMANCE PLANNING
Primary Element II: Completed Work Products
. Fully Successful StandardGeneral Measures Specific Measures
Tells what is important Describes those parts of Describes the level ofgood soundperformance,
about the Element, e.g., the results that are tracked commensurate with the employee ‘s grade level. Each
Quality, Cost, e.g., Accuracy ofData. ofthefollowing aspects ofwork must have been usually
Timeliness, Efficiency, accomplished.
Effectiveness.
Quality Clarity, accuracy, and logical Relevant and quality information and services (e.g., analysis
organization of work of inventory data, guidelines, etc.) are
products developed/delivered/produced in accordance with EEOC
policies, procedures, regulations and guidelines.
Major revisions are rarely necessary; most work products
require only minor revisions.
Thoroughness and accuracy Written materials are accurate, clear, logical, well organized
of analysis, research and and understandable, and delivered/produced within
information established agency/office guidelines.
Technical support provided is relevant, comprehensive, and
adequately addresses all issues.
Recommendations, proposed solutions, and modifications
are sound and designed to achieve division objectives.
Design and implementation of new information technology
effectively meets agency needs.
Alternative courses of action are identified and based on
logical assumptions and factual information that take into
consideration resources, constraints, and organizational
needs.
Timeliness Adherence to established Assignments are completed and presented in accordance
deadlines and time frames with established deadlines and time frames. Time frames
may be adjusted to consider such factors as workload, travel
requirements, etc.
Feedback Sources for Monitoring Sourcesfor this Primaiy Element may include, but are not limited to. thefollowing:
Employee input
Tracking systems

Part VI: PERFORMANCE PLANNING
Primary Element III: Operational Efficiency and Effectiveness
.
Fully Successful StandardGeneral Measures Specific Measures
Tells what’s important Describes which part of Describes the level ofgoodsoundperformance,
about the Element, e.g., the results to be tracked commensurate with the employee ‘s grade level. Each
Quality, Cost, e.g., Accuracy ofData. ofthefollowing aspects ofwork must have been
Timeliness, Efficiency, usually accomplished.
Effectiveness.
Efficiency and Contributes to agency/office Work is planned, managed and performed to advance the
Effectiveness goals by planning, accomplishment ofthe agency/office’s goals.
prioritizing and completing
work
Effective internal/external Collaboration with office staff is productive and supports
collaboration agency/office goals.
Feedback Sources for Monitoring Sourcesfor this Primary Element may include, but are not limited to, thefollowing:
Employee input
Analysis of employee’s overall contribution to the agency/office goals during the appraisal period

Office of Information Technology (OIT)
2015 Attachment A - Work Protocols and Expectations — Shirley Bethea
Team Work
• Be inclusive and actively collaborate with others.
• Take initiative regarding your team’s assignments and responsibilities. Show a sense of urgency.
• Continuously monitor the tickets for your groups and assign unassigned tickets to yourself.
• If you see an unassigned ticket for your team, and you cannot resolve the issue yourself, find someone else to
accept it.
• Attend your assigned meetings promptly; and participate actively.
• Come to meetings prepared with current status details on your projects, tasks, and work.
Engagement
• Th retain telework privilege, adhere to the requirements set forth in OlT’s Telework MOU and Telework
Agreement.
• Be available to respond to communications via phone, messenger, and/or email. You must be able to
participate in audio conference calls, web-based collaboration sessions and automated time and attendance
system.
• When teleworking send an e-mail to your supervisor no later than lOAM, listing the substantive work you plan
to complete while teleworking. No need to list all administrative tasks, such as checking/responding to
emails.
• If required, provide any requested deliverable produced during your work day to your supervisor no later than
close of business that same day.
FY2015 Work Products:
• Train to ensure full understanding of requirements for entry of financial transactions, credit card processing,
and asset management utilizing the new Financial System. Work with Administrative Team lead to identify
process improvements for efficiently using the new system.
• Ensure IT inventory is accurately and timely updated in the asset management system.
• Ensure Asset management and excessing of property is coordinated with minimal management guidance.
• Assume lead responsibility for entry of financial management (Purchase Request approvals, credit card
processing, reconciliation, monitoring invoice & payments) into the financial system. Complete financial
transactions in an accurate and timely manner, maintaining paper and electronic documents as required.
• Assume responsibility for entry of human resource (SF52s, etc) into the Federal Personnel and Payroll System,
completing transactions in an accurate and timely manner.
• Complete payroll time-keeping responsibilities within Quicktime in an accurate and timely manner, assisting
staff and management as required and reviewing timecards for errors prior to validation.
• Become skilled in the travel system, to support staff and management. Learn travel regulations related to
reimbursement.
• Monitor and resolve Service Now tickets, including maintaining software inventory spreadsheets, in a timely,
consistent and satisfactory manner.
• Assist with updating and following EEOC/OIT processes and procedures with minimal management oversight.
• Ensure timely completion of Inventory certifications and audits without major problems.
• Report on projects and escalation of problems/issues in a clear, effective, and timely manner.
• Serve as administrative assistant to the ClO and DCIO, managing schedule, correspondence and other special
assignments in an accurate and efficient manner. Monitor and control workflow/communications for OlT.
2

.ta,,dard Form 50
1ev, 7191
IS. OfflceofPenoond Management NOTIFICATION OF PERSONNEL ACTION
PM Supp. 296—33, Suheh. 4
I. Name (I.,ast, First, MIddle) 2. SocIal Security Number 3. Date of BIrth 4. EffectIve Date
SETHEA, ShIRLEY 579464310 02/02/1961 11/1612014
FIRST ACTION SECOND ACTION
5—A. Code 5-B. Nature of Action 6-A. Code 6-B. Nature of Action
702 PROMOTION
5-C, Code 5—D. Legal Authority 6-C. Code 6—D. Legal Authority
N3M REG. 335.102 COMP
5-C. Code 5-F. Legal Authority 6-C. Code 6-F. Legal Authority
7. FROM: Position Title and Number 15. TO: Poollion Title and Number
SUPPLY TECHNICIAN ADMINISTRATIVE ASSISTANT
IT H008040 rr 11008153
. Pay Plan 9. 0cc. Code 0. Grade or Level Ii. Step or Rat. 12. Total Salary 13. Pay BasIs 16. Pay Plan 17. 0cc. Coda iS. Grade or Level 19.Step or Rate 20. Total Salary/Award 21. Pay Bails
GS 2005 08 10 61377 PA GS 0301 09 09 66049 PA
2*. hate Pay 12B. Locality Adj. tIC. *43. BasIc Pay 12D. Other Fey 20*. BasIc Pay 20B. Locality Adj. bC. *63. BasIc Pay 200. Other Pay
49410 11967 61377 0 53171 12878 66049 0
14. Name and Location of Position’s OrganIzation 22, Name and Location of Poaltloa’s Organization
EQUAL EMPL OPPOR COMM EQUAL EMPL OPPOR COMM
)FF OF INFO TECHNOLOGY, OFF OF DIR OFF OF INFO TECHNOLOGY, OF? OF DIR
WASH]NGTON,DC WASIHNGTON,DC
EMPLOYEE DATA
13. Veterans Preference 14. Tenure 25. Agency Usc 26. Veterans Preference for RIP
T :, s5.bIe tO-PslstJCampcaaabief3S% I YES NO
17. FEGLI 28. Annultant Indicator 29. Pay Rate Determinant
BASIC ONLY 9 NOT APPLICABLE 0
30. Retirement Plan 31. ServIce Comp. Date (Leave) 32, Work Schedule 33. Part—Time Hours Per
I]FERS & FICA 01/0811985 F jFULL-TIME
POSiTION DATA
34. PosItion OccupIed 35, FLSA Category 36. Appropriation Cede 37. BargainIng Unit Status
fl I - Competithe Serolec 3 -SIS Ceseral L-tseI
4-Sn CarcerReacroed N Noaeo,.ops 8888
38. Duty Station Cede 39. Duty Station (City — County — State or Overaeu Locatioa)
11-0010-001 WASHINGTON,DISTRICT OF COLUMBIA
40. Agency Data 41. 42. 43. 44.
FUNC CLS 00 VET STAT X EDUC LVL 04 SUPV STATS POSITION SENSITIViTY NONSENSITWE/LOW RI
t FROM MERIT PROMOTION CERT. #GK-14-JGI-03149S01 DATED 09/30/14.
POSITION IS AT THE FULL PERFORMANCE LEVEL OR BAND.
16. EmployIng Department or Agency 50. SignatorelAuthenticatlon and Title of Approving omclni
EE - EQUAL EMPL OPPOR COMM 142012990 / ELECTRONICALLY SIGNED BY:
17. Agency Code 48. Personnel Office ID 49. Approval Date TERESA DARGAN
EEOO 3201 11/24/2014 HUMAN RESOURCES SPECIALIST
-Part 50—316
2- OPF Copy - Long-Term Record - DO NOT DESTROY Editiem Prior to 7/91 *re Not DiaNe Alter 6/3019
NSN 7S4O-0l-333-42

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