The performance of each employee in the skilled service, professional service, and management service, including special appointments in each classification of each of those services, shall be evaluated in accordance with this subtitle. The appointing authority shall ensure that each of the unit’s employees who is subject to this subtitle has performance evaluations in accordance with this subtitle and procedures established by the Secretary. Each supervisor of an employee subject to this subtitle shall attend mandatory training by the Department on the methods and procedures required in the performance appraisal process. Factors in evaluating a manager’s or supervisor’s performance shall include: attendance at any required performance appraisal training; adherence to established methods and procedures in conducting performance appraisals; the timely completion of performance appraisals for employees assigned to the manager or supervisor; and subject to subsection (e) of this section, if required by the manager’s or supervisor’s supervisor, the results of an anonymous survey of employees assigned to the manager or supervisor in accordance with procedures established by the Secretary. An anonymous survey of the employees of a manager or supervisor may be performed only if more than five employees are assigned to the manager or supervisor.

An employee subject to this subtitle shall receive the following written performance appraisals at 6–month intervals based on the employee’s entry–on–duty date: an informal mid–year performance appraisal; and an end–of–year performance appraisal with an overall performance rating in accordance with § 7–503 of this subtitle. An employee’s performance may be rated on a performance appraisal as follows: outstanding; satisfactory; or unsatisfactory.

A supervisor shall prepare a preliminary performance appraisal for each employee for which the supervisor has primary direct responsibility. An appointing authority may review a preliminary appraisal before the supervisor presents it to the employee. An employee and the employee’s supervisor shall review and discuss the supervisor’s preliminary performance appraisal. The employee shall be notified, as provided in regulations adopted by the Secretary, prior to the date of the review and the discussion. The purpose of the review and discussion is to: promote agreement and understanding about the supervisor’s preliminary performance appraisal and to aid the supervisor in determining the final ratings for the performance appraisal; and develop appropriate modifications to the employee’s position description, if needed; establish specific written tasks and indicators, based on measurable and objective standards that can be evaluated on outcome, that the employee needs to accomplish during the next rating period in order to meet the overall objectives of the position; and identify any area in which training is needed for the next rating period, based on the employee’s strengths and weaknesses. An appointing authority shall approve a performance appraisal before it is final. The final performance appraisal shall include: the employee’s final performance ratings; the specific tasks the employee is to achieve during the next rating period; a list of modifications to the employee’s position description, if any; and any recommendations for training to enhance the employee’s skills. The supervisor shall: give the employee a copy of the final performance appraisal; retain a copy; and place a copy in the employee’s personnel records.

An appointing authority may provide for interim conferences between an employee and the employee's supervisor to evaluate the employee's progress in meeting objectives established during the previous mandatory performance appraisal.