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• <br /> 10 <br /> following areas: <br /> Outstanding Achievement: Performs at levels which <br /> consistently far exceed agreed <br /> upon standards in 90% of <br /> functional areas. <br /> Highly Effective Performance: Performs frequently at levels <br /> considerably above agreed upon <br /> standards in most functional <br /> areas. Obstacles to achieveme.t <br /> of objectives are overcome. <br /> Competent Performance: Performs in all areas at <br /> levels which meet job requirem=nt <br /> standards. All minor tasks <br /> where performance could have <br /> been better are <br /> counterbalanced by superior <br /> performance in another task <br /> such that the overall work <br /> objective met expectations. <br /> Below Competent Performance: Performance in one or more aree.s <br /> does not meet expectations. <br /> all planned objectives are met <br /> Unsatisfactory Performance: Performance does not meet job <br /> requirement standards in most <br /> functional areas. Important <br /> objectives are not met even wi h <br /> close supervision and guidance. <br /> Disciplinary action based on j .b <br /> performance is initiated. <br /> Extended: No rating is given for this <br /> employee. An extension of 90 <br /> days is necessary in order to <br /> determine with accuracy the <br /> appropriate performance level. <br /> Supervisors must consult with <br /> the Personnel Department prio , <br /> to granting this rating. Thi= <br /> rating should be used <br /> sparingly and only in cases <br /> when the supervisor is <br /> generally unsure of the ratin <br /> that should be assigned and tu <br />