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Face-to-Face Meeting - Performance Review

created on 10/27/2010 04:38:53 PM
Electronically Acknowledged by June Clarkson/OAG on 11/01/2010

Employee Performance Evaluation System
Employee Name: Class Title: Unit: June Clarkson ASSISTANT ATTORNEY GENERAL-DLA Economic Crime People First ID: Position No.: 912975 001221
09/30/2010

Office of Attorney General

From:

04/01/2010 To: Review Type Supervisor: I. PERFORMANCE EXPECTATIONS (50% of evaluation score): 3.9

Robert Julian/OAG

PERFORMANCE EXPECTATION #1 Accountability/Commitment: Employee demonstrates commitment and loyalty to the mission, goals and
objectives of the agency; seeks professional, personal growth and development; is willing to assume responsibility for decisions and actions; is flexible and cooperative toward working with superiors and co-workers; adjusts to technological and operational changes.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE

N/A

June continues to show great enthusiasm for the work and mission of this division.

programs, tasks with minimal direction. Employee demonstrates fiscal responsibility and efficient utilization of resources, plans and controls expenditures and materials; encourages and/or demonstrates cost-effective performance; and takes action to provide consistently high service levels. Employee determines priorities and allocates time and resources appropriately.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE N/A

PERFORMANCE EXPECTATION #2 Effectiveness & Efficiency: Employee demonstrates the ability to plan, organize, implement, and administer

June has become fully familiar with division procedures and processes and exhibits this proficiency in her work. She has shown herself willing to take on complex, high profile issues and cases, but needs to be careful about maintaining momentum on some of her other, smaller cases. She also needs to maintain quality control, especially where she has undertaken a large caseload.

PERFORMANCE EXPECTATION #3 Leadership: Employee demonstrates the ability to influence others and obtain satisfactory results while

maintaining group dynamics; secures cooperation and obtains optimum results through efforts of peers, co-workers and/or subordinates; leads effectively; develops and instructs others; treats subordinates equitably; demonstrates sensitivity and awareness in relating to people; and develops team work.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE N/A

June works extremely well as a teem member and her cooperation and willingness to work with others is an example to others in the division.

problems and controversial issues or complaints without referral to superiors; maintains courteous relationship and coordinates work activities; few problems occur because of poor dissemination of information; gives information that is clear and well understood; listens and responds to peers and/or co-worker’s or subordinate’s ideas, needs and suggestions; effectively conducts and/or participates in meetings
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE

PERFORMANCE EXPECTATION #4 Communication Skills: Employee communicates quite effectively both orally and in writing; normally resolves

N/A

June communcates well and has been completly open to suggestions from co-workers and peers. She has a good relationship with co-workers.

PERFORMANCE EXPECTATION #5

Work Product: Employee meets technical and/or professional standards of work in an effective and efficient manner; uses methods which enhance quality; work is accurate and thorough; amount of work completed meets or exceeds standards; completes work on schedule; and demonstrates ethical standards in the performance of work responsibilities.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE N/A

June brings with her years of experience in private practice. Her work to date, in volume and quality, has been above expectations.

PERFORMANCE EXPECTATION #6 Dependability: Employee demonstrates ability to be consistent in beginning work at regularly assigned time;
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE

takes authorized lunch periods and breaks; uses leave in manner that is not disruptive to the work unit; fulfills job requirements including accomplishing tasks on time; and can be relied upon to get the job done.
N/A

June is always here early and stays as long as is necessary. Assigned tasks are always on time.

and goals of the department; is dependable and flexible in meeting or exceeding customer expectations; makes the customer feel important; presents a positive attitude; and demonstrates the appropriate customer-focused attitude to assignments.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE N/A

PERFORMANCE EXPECTATION #7 Customer Service: Employee works effectively with internal/external customers/clients to achieve the mission

June has interacted very well with consumers and displays a positive and helpful attitude.

solutions; appropriately responds to new and different solutions; recognizes a problem and uses creativity and effort to identify a solution or answer; overcomes resistance and gains acceptance for technological and operational changes in policies, practices and procedures; and is willing to make decisions.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE N/A

PERFORMANCE EXPECTATION #8 Problem Solving & Adaptability: Employee develops alternatives and implements practical and effective

June has learned to effectively evaluate and prosecute 501 violations. She has shown creativity and flexibility in the handling of these cases.

with others; is responsive to questions and concerns; and promotes morale and motivation.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION

PERFORMANCE EXPECTATION #9 Interpersonal Skills: Employee maintains pleasant working relations; exhibits tact and sensitivity in dealing
BELOW EXPECTATION UNACCEPTABLE N/A

June works very well with peers and staff and is very well liked. She presents a very positive attitude.

II. KEY Performance Expectations (50% of evaluation score): 4.2

KPI #1 Case Development and Initiative - Seeks out, investigates and researches potential new cases.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE N/A

June has consistantly brought potential new cases for consideration, including cases not traditionally considered for 501 enformcement.

KPI #2 Case Resolution and Management - Effectively and efficiently prosecutes cases to conclusion; prioritizes and manages caseload; provides effective direction and instruction to investigators and support staff as needed to develop and manage cases; multitask, regularly updates and advises supervisor of significant issues and case progress.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE N/A

June has shown the ability to push cases to conclusion in an efficient manner.

KPI #3 Legal Research / Analysis / Fact Finding Ability - Properly identifies relevant legal issues and legal authority; directs investigations effectively so that necessary evidence is gathered appropriately and efficiently; conducts depositions, interviews, discovery and research as necessary to investigate and

gather relevant facts. Keeps up to date with the latest case law and consumer protections issues both within this jurisdiction and nationally.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE N/A

June is an experienced attorney and is capable of directing investigations and discovery in an efficient and effective manner.

KPI #4 Work Product - Prepares work product that is thorough, organized, succinct and contains minimal errors; thoroughly researches and effectively states legal arguments; prepares settlement documents containing appropriate terms and follows office procedures and guidelines; prepares and maintains appropriate case documentation; completes assigned tasks in a timely manner; handles complex and significant cases.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE N/A

June has undertaken exceptionally difficult cases to prosecute and has done so in a very competent and professional manner.

KPI #5 Professionalism - Maintains highest standard of professional ethics and integrity; consistently demonstrates fairness, good judgment, maturity, positive attitude, honesty, dependability, loyalty and common sense; willingly accepts new assignments.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE N/A

June displays honesty and a positive attitude in all of her dealings.

KPI #6 Trial Prep. and Oral Advocacy - Effectively communicates legal arguments and factual issues; prepares and maintains exhibits in organized fashion; anticipates legal and evidentiary issues and is prepared with supporting authority and evidence; prepares witnesses for testimony; knowledgeable of rules of evidence and civil procedure; presents theory of case well, reducing complex arguments to simple terms.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE N/A

June excels in the evaluation and review of complex case materials and in the preparation of complaints and hearings.

Overall Evaluation Scores
Standard Agency Performance Expectations (average of the total all 3.9
applicable expectations)

Key Performance Expectations (average of the total of all KPI's)

4.2 Overall Rating: 4

(average of the total of the agency performance expectations score plus the KPI's score) Overall Performance Rating Scale: Outstanding: Commendable: Satisfactory: Needs Improvement: Unsatisfactory: 4.50 to 5.00 3.50 to 4.49 3.00 to 3.49 2.5 to 2.99 2.49 and below

EMPLOYEE’S TOTAL PERFORMANCE RATING BY THE SUPERVISOR: 4 People First Rating: Commendable
Supervisor Comments: June has become an integral and valued member of this division and her dedication and work ethic are truly appreciated. Supervisor:

Robert Julian

Reviewer Comments: Ms. Clarkson demonstrates a strong work ethic and a sincere enthusiasm for the work of the division. Reviewer: Mary Leontakianakos

Employee Training and Professional Development Goals

Division Employee Performance Evaluation System: The Division Employee Performance Evaluation System is a planning and evaluation process. The planning portion is intended to identify specific performance expectations that the employee is responsible for achieving during the rating period and the evaluation portion assesses the employee’s performance in achieving all expectation standards and goals. The specific expectations, referred to as KPIs in Section 10, developed during planning are not intended to account for all assignments, only those identified as critical or a higher priority. Statement of Professionalism in the Workplace: As employees of the Attorney General, we should operate at the highest standards of integrity and civility. As coworkers, we should treat each other with respect in our actions and our speech; in doing so, we represent the Attorney General. Employees should place the interests of the Attorney General ahead of personal interests in the workplace. We should act with fairness, honesty and personal dignity, and we should extend courtesy to our coworkers at all times. We should seek to resolve disputes with efficiency, fairness and sensitivity. The respect we maintain amongst ourselves as employees of the Attorney General will earn the same from other agencies and the public. Standard of Review: The standard to be applied for all performance expectations is that the employee demonstrates these qualities the vast majority of the time in his or her interactions with co-workers, supervisors and clients; in the personal contributions to work assignments and projects; and when representing the agency or the state. Furthermore, the employee must have demonstrated these qualities consistently in order to meet expectations. Performance Rating: All employees will receive a performance evaluation. A “1”, “2”, “3”, “4”, “5”, or “N/A” must be checked for each performance expectation during the evaluation. The following ratings shall apply. Individual Performance Standard Ratings: 5 - EXCEPTIONAL Employee consistently exceeds performance expectations, work quality is extraordinary, requiring little to no supervision in accomplishing assigned tasks, and seeks opportunities to enhance the organization. The employee possesses highly advanced job knowledge, is relied upon to solve complex problems and applies creative and innovative approaches in solving problems. The employee at this level serves as a mentor to other staff members. 4 - ABOVE EXPECTATION Employee consistently meets and often exceeds performance expectations, work quality is excellent, requiring minimal supervision in accomplishing assigned tasks with little or no instruction. The employee possesses a thorough knowledge of the job, often solves or assists in solving complex problems, and demonstrates initiative and ability to help others. 3 - MEETS EXPECTATION Employee consistently meets and may occasionally exceed performance expectations, work quality is good, requiring moderate supervision in accomplishing assigned tasks. The employee possesses sufficient job knowledge and/or initiative to get the job done. 2 - BELOW EXPECTATION Employee exhibits inconsistent job performance but has the capacity to improve to meet expectations, work quality is fair, requiring close supervision in accomplishing assigned tasks where should be operating on own. The employee lacks the initiative and/or job knowledge to execute the required job duties and responsibilities and has demonstrated difficulty in learning the more challenging aspects of the job. 1 - UNACCEPTABLE Employee consistently fails to meet performance expectations, requiring close supervision with continual correction. The employee’s job knowledge is insufficient to meet daily requirements and has demonstrated little to no capacity to improve. N/A - NOT APPLICABLE No longer applicable/unable to determine. “N/A” responses do not negatively affect the total performance rating.

Face-to-Face Meeting - Performance Review
created on 04/28/2010 09:34:59 AM
Electronically Acknowledged by June Clarkson/OAG on 04/28/2010

Employee Performance Evaluation System
Employee Name: Class Title: Unit: June Clarkson ASSISTANT ATTORNEY GENERAL-DLA Economic Crime People First ID: Position No.: 912975 001221
03/31/2010

Office of Attorney General

From:

10/01/2009 To: Review Type Supervisor: I. PERFORMANCE EXPECTATIONS (50% of evaluation score): 3.7

Robert Julian/OAG

PERFORMANCE EXPECTATION #1 Accountability/Commitment: Employee demonstrates commitment and loyalty to the mission, goals and
objectives of the agency; seeks professional, personal growth and development; is willing to assume responsibility for decisions and actions; is flexible and cooperative toward working with superiors and co-workers; adjusts to technological and operational changes.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE

N/A

June has shown great enthusiasm for the work and mission of this division and has become a valued member of the EC team.

programs, tasks with minimal direction. Employee demonstrates fiscal responsibility and efficient utilization of resources, plans and controls expenditures and materials; encourages and/or demonstrates cost-effective performance; and takes action to provide consistently high service levels. Employee determines priorities and allocates time and resources appropriately.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE N/A

PERFORMANCE EXPECTATION #2 Effectiveness & Efficiency: Employee demonstrates the ability to plan, organize, implement, and administer

The only reason June requires a degree of direction during this initial evaluation period is her newness to the division and she is stil in the initial learning curve.

PERFORMANCE EXPECTATION #3 Leadership: Employee demonstrates the ability to influence others and obtain satisfactory results while

maintaining group dynamics; secures cooperation and obtains optimum results through efforts of peers, co-workers and/or subordinates; leads effectively; develops and instructs others; treats subordinates equitably; demonstrates sensitivity and awareness in relating to people; and develops team work.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE N/A

problems and controversial issues or complaints without referral to superiors; maintains courteous relationship and coordinates work activities; few problems occur because of poor dissemination of information; gives information that is clear and well understood; listens and responds to peers and/or co-worker’s or subordinate’s ideas, needs and suggestions; effectively conducts and/or participates in meetings
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE

PERFORMANCE EXPECTATION #4 Communication Skills: Employee communicates quite effectively both orally and in writing; normally resolves

N/A

June communcates well and has been completly open to suggestions from co-workers and peers. She has a good relationship with co-workers.

manner; uses methods which enhance quality; work is accurate and thorough; amount of work completed meets or

PERFORMANCE EXPECTATION #5 Work Product: Employee meets technical and/or professional standards of work in an effective and efficient

exceeds standards; completes work on schedule; and demonstrates ethical standards in the performance of work responsibilities.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE N/A

June brings with her years of experience in private practice. Her work to date, in volume and quality, has been above expectations.

PERFORMANCE EXPECTATION #6 Dependability: Employee demonstrates ability to be consistent in beginning work at regularly assigned time;
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE

takes authorized lunch periods and breaks; uses leave in manner that is not disruptive to the work unit; fulfills job requirements including accomplishing tasks on time; and can be relied upon to get the job done.
N/A

June is always here early and stays as long as is necessary. Assigned tasks are always on time.

and goals of the department; is dependable and flexible in meeting or exceeding customer expectations; makes the customer feel important; presents a positive attitude; and demonstrates the appropriate customer-focused attitude to assignments.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE N/A

PERFORMANCE EXPECTATION #7 Customer Service: Employee works effectively with internal/external customers/clients to achieve the mission

June has interacted very well with consumers and displays a positive and helpful attitude.

solutions; appropriately responds to new and different solutions; recognizes a problem and uses creativity and effort to identify a solution or answer; overcomes resistance and gains acceptance for technological and operational changes in policies, practices and procedures; and is willing to make decisions.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE N/A

PERFORMANCE EXPECTATION #8 Problem Solving & Adaptability: Employee develops alternatives and implements practical and effective

Despite her short time in the division, June has worked hard to learn and effectively prosecute 501 violations. She has shown creativity and flexibility in the handling of these cases.

with others; is responsive to questions and concerns; and promotes morale and motivation.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION

PERFORMANCE EXPECTATION #9 Interpersonal Skills: Employee maintains pleasant working relations; exhibits tact and sensitivity in dealing
BELOW EXPECTATION UNACCEPTABLE N/A

June works very well with peers and staff and is very well liked. She presents a very positive attitude.

II. KEY Performance Expectations (50% of evaluation score): 3.7

KPI #1 Case Development and Initiative - Seeks out, investigates and researches potential new cases.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE N/A

June has consistantly brought potential new cases for consideration.

KPI #2 Case Resolution and Management - Effectively and efficiently prosecutes cases to conclusion; prioritizes and manages caseload; provides effective direction and instruction to investigators and support staff as needed to develop and manage cases; multitask, regularly updates and advises supervisor of significant issues and case progress.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE N/A

June has shown the ability to push cases to conclusion in an efficient manner.

KPI #3 Legal Research / Analysis / Fact Finding Ability - Properly identifies relevant legal issues and legal authority; directs investigations effectively so that necessary evidence is gathered appropriately and efficiently; conducts depositions, interviews, discovery and research as necessary to investigate and gather relevant facts. Keeps up to date with the latest case law and consumer protections issues both within this jurisdiction and nationally.

EXCEPTIONAL

ABOVE EXPECTATION

MEETS EXPECTATION

BELOW EXPECTATION

UNACCEPTABLE

N/A

June is an experienced attorney and is capable of directing investigations and discovery in an efficient and effective manner.

KPI #4 Work Product - Prepares work product that is thorough, organized, succinct and contains minimal errors; thoroughly researches and effectively states legal arguments; prepares settlement documents containing appropriate terms and follows office procedures and guidelines; prepares and maintains appropriate case documentation; completes assigned tasks in a timely manner; handles complex and significant cases.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE N/A

KPI #5 Professionalism - Maintains highest standard of professional ethics and integrity; consistently demonstrates fairness, good judgment, maturity, positive attitude, honesty, dependability, loyalty and common sense; willingly accepts new assignments.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE N/A

June displays honesty and a positive attitude in all of her dealings.

KPI #6 Trial Prep. and Oral Advocacy - Effectively communicates legal arguments and factual issues; prepares and maintains exhibits in organized fashion; anticipates legal and evidentiary issues and is prepared with supporting authority and evidence; prepares witnesses for testimony; knowledgeable of rules of evidence and civil procedure; presents theory of case well, reducing complex arguments to simple terms.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE N/A

Overall Evaluation Scores
Standard Agency Performance Expectations (average of the total all 3.7
applicable expectations)

Key Performance Expectations (average of the total of all KPI's)

3.7 Overall Rating: 3.7

(average of the total of the agency performance expectations score plus the KPI's score) Overall Performance Rating Scale: Outstanding: Commendable: Satisfactory: Needs Improvement: Unsatisfactory: 4.50 to 5.00 3.50 to 4.49 3.00 to 3.49 2.5 to 2.99 2.49 and below

Pursuant to changes in the State of Florida’s Uniform Personnel Rules (Florida Administrative Code, Chapter 60L-35), the overall rating scale and ratings for the individual performance expectations have moved from the OAG's 6 point scale to a mandatory 5 point rating scale. This rule became effective on January 1, 2009, for all State Personnel System employee performance reviews held after that date. EMPLOYEE’S TOTAL PERFORMANCE RATING BY THE SUPERVISOR: 3.7 People First Rating: Commendable
Supervisor Comments: June has become a valued member of this division. She is learning the intracacies of 501 investigations and prosecutions. She is always one of the first to arrive at the office and has a genuine enthusiasm for the work. Some of the criteria below were difficult to rate due to her newness to the division, eg. oral argument and trial prep. Supervisor: Robert Julian

Reviewer Comments: Ms. Clarkson is a dedicated and hard working attorney. She has embraced the division's mission to protect consumers.

Reviewer:

Mary Leontakianakos

Employee Training and Professional Development Goals

Division Employee Performance Evaluation System: The Division Employee Performance Evaluation System is a planning and evaluation process. The planning portion is intended to identify specific performance expectations that the employee is responsible for achieving during the rating period and the evaluation portion assesses the employee’s performance in achieving all expectation standards and goals. The specific expectations, referred to as KPIs in Section 10, developed during planning are not intended to account for all assignments, only those identified as critical or a higher priority. Statement of Professionalism in the Workplace: As employees of the Attorney General, we should operate at the highest standards of integrity and civility. As coworkers, we should treat each other with respect in our actions and our speech; in doing so, we represent the Attorney General. Employees should place the interests of the Attorney General ahead of personal interests in the workplace. We should act with fairness, honesty and personal dignity, and we should extend courtesy to our coworkers at all times. We should seek to resolve disputes with efficiency, fairness and sensitivity. The respect we maintain amongst ourselves as employees of the Attorney General will earn the same from other agencies and the public. Standard of Review: The standard to be applied for all performance expectations is that the employee demonstrates these qualities the vast majority of the time in his or her interactions with co-workers, supervisors and clients; in the personal contributions to work assignments and projects; and when representing the agency or the state. Furthermore, the employee must have demonstrated these qualities consistently in order to meet expectations. Performance Rating: All employees will receive a performance evaluation. A “1”, “2”, “3”, “4”, “5”, or “N/A” must be checked for each performance expectation during the evaluation. The following ratings shall apply. Individual Performance Standard Ratings: 5 - EXCEPTIONAL Employee consistently exceeds performance expectations, work quality is extraordinary, requiring little to no supervision in accomplishing assigned tasks, and seeks opportunities to enhance the organization. The employee possesses highly advanced job knowledge, is relied upon to solve complex problems and applies creative and innovative approaches in solving problems. The employee at this level serves as a mentor to other staff members. 4 - ABOVE EXPECTATION Employee consistently meets and often exceeds performance expectations, work quality is excellent, requiring minimal supervision in accomplishing assigned tasks with little or no instruction. The employee possesses a thorough knowledge of the job, often solves or assists in solving complex problems, and demonstrates initiative and ability to help others. 3 - MEETS EXPECTATION Employee consistently meets and may occasionally exceed performance expectations, work quality is good, requiring moderate supervision in accomplishing assigned tasks. The employee possesses sufficient job knowledge and/or initiative to get the job done. 2 - BELOW EXPECTATION Employee exhibits inconsistent job performance but has the capacity to improve to meet expectations, work quality is fair, requiring close supervision in accomplishing assigned tasks where should be operating on own. The employee lacks the initiative and/or job knowledge to execute the required job duties and responsibilities and has demonstrated difficulty in learning the more challenging aspects of the job. 1 - UNACCEPTABLE Employee consistently fails to meet performance expectations, requiring close supervision with continual correction. The employee’s job knowledge is insufficient to meet daily requirements and has demonstrated little to no capacity to improve. N/A - NOT APPLICABLE No longer applicable/unable to determine. “N/A” responses do not negatively affect the total performance rating.