Interns, unlike regular employees, are in an official training status throughout their internship; therefore, their performance demands more frequent evaluation. This process is critical to ensure quality training and provide an effective audit trail towards the target level.
- Career interns are rated under the Senior System of the Total Army Performance Evaluation System (TAPES). They will be rated after a 6-month period beginning on or about their entrance on duty (EOD) dates. (This first semiannual rating is a special rating.) One year after EOD, interns will receive their first annual rating. Thereafter, they will continue on their EOD-based rating cycle until they complete the Intern Program. They will then be phased into the DA cyclic rating schedule using the procedures for employees whose annual rating cycle dates change.
- Any changes that occur to the IDP during the rating period and the interim appraisal period will be documented on the intern's TAPES support form (DA Form 7222-1).
- The rater will be the intern's immediate supervisor. The ACPM is the senior rater.
- An intern is appraised by comparing performance standards with rating levels shown below. These standards must be in effect during the rating period and the intern must be allowed a reasonable amount of time and resources to complete a task.
- Excellence. Consistently exceeds level described by standards and documented expectations; frequently produces more and/or better than expected.
- Success. Usually performs at the level described by the standards and documented expectations. Quality/quantity of accomplishments is generally at expected levels. Strengths clearly outweigh weaknesses.
- Needs improvement. Sometimes performs at level described by standard and documented expectations. However, fails enough so that weaknesses slightly outweigh strengths.
- Fails. Frequently fails to perform at levels described by standards and documented expectations. Rarely achieves expected results. Weaknesses clearly outweigh strengths. Unsatisfactory performance must be documented, but is not required to be supported on a semiannual appraisal before corrective action or separation procedures are initiated.
- Major tasks and performance standards must be based on duties assigned the intern. These duties must be consistent with those covered in the intern's position descriptions.
- Major or critical tasks are identified and performance standards discussed prior to the beginning of the training period and as changes to the intern position or other needs occur.
The rater should periodically appraise an intern's overall performance and inform the employee of progress toward achieving performance requirements. As a minimum, a prearranged conference should be held at the midpoint of each rotational assignment. Feedback will include both weaknesses and strengths demonstrated by the intern.
- Conferences will be held as needed to keep the intern informed of progress.
- If performance is unsatisfactory, the supervisor will counsel and assist the intern to improve performance before beginning action to remove the intern from the position.
- On-the-job training will be evaluated on performance of duties. Supervisors will establish critical tasks, supporting tasks, and performance objectives to reflect training to be accomplished. The supervisor, as the rater, will use the performance standards on DA Form 7222-1 to rate the intern's performance objectives using the rating levels listed in the previous section, Performance Standards.
As interns are appraised on a semiannual basis, the requirement for probationary appraisals after 4 months and 8 months of employment is waived for interns. However, supervisors will certify retention or separation of interns serving a probationary period during the ninth month of employment.
These appraisals keep track of intern performance if the intern rotates from one supervisor to another.
Upon change of an intern's immediate supervisor, an interim appraisal will be completed and certified by signature of both the rater and intern and then provided to the new supervisor. This ensures that the appraisal is kept current and that proper training is being provided throughout the varied rotations.
At the end of the semiannual rating period, the current supervisor will complete and certify the final appraisal using the interim appraisals as support.
For more information on performance evaluation, you should see DA Pamphlet 690-400, Total Army Performance Evaluation System (TAPES), Chapter 4302.