Project Overview

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(No Transcript)
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Agenda

• Why a New Performance Management System?
• 5-Level Summary Rating Appraisal Process
• Pay-For-Performance
• Whats Key?
• What Changed/What Stayed The Same?
• Linkage to Other Personnel Actions
• Awards Program
• Training in New Performance Management System

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Why A New Performance Management System?
New Performance Management System
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5-Level Summary Rating Appraisal Process
Old Tool/New Philosophy
New System
Current System
Philosophy

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Align Performance Plans with Agency Goals
Focus work on activities most important to
mission accomplishment
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Enhance the achievement of mission results by
holding employees more accountable for
contributing to outcomes that support mission
results and organizational goals
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Differentiate between high and low performance
Align Awards Program with Performance Mgmt System
so that individuals and/or teams are rewarded for
contributions to Agency Goals
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Pay-For-Performance

• Trend in Federal government movement to
  pay-for-performance
• Strengthens accountability for results and
  recognition of top performance
• Links appraisal processes to meaningful
  distinctions in performance
• Aligns individual performance with organizational
  goals
• 5-level appraisal process lays the foundation for
  movement to a pay-for-performance system

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Whats Key? Your Strong Commitment and
Contributions

• Performance-Based
• Results-Focused

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What Changed/What Stayed the Same?

• Elements and Standards
• Element Rating Levels
• Summary Rating Levels
• Responsibilities
• Performance Appraisal Form
• Rating Cycle and Progress Reviews

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Elements and Standards
Two Level (Pass/Fail)
Five-Level
A Menu of 12 Generic Elements Standards
w/option to add more elements
Same

• Minimum of 3 Elements/
• Maximum of 5

Same

• Required Elements
• EEO/Civil Rights
• Link to Mission Results

• Same as under Pass/Fail and -
• Supervision for all supervisors

• At least 1 Non-Critical Element

• All Elements Critical

• Supplement Generic Standards with
• Job Specific Performance Measures

• Supplement Generic Standards as needed

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Critical/Non-Critical Elements

• Critical Element
• A critical element is an assignment or
  responsibility of such importance that
  unacceptable performance in that element would
  result in a determination that the employees
  overall performance is unacceptable.

• Non-Critical Element
• A non-critical element is a responsibility that
  is specific to the position, but not necessarily
  critical to the goals of the office. At least
  one element must be non-critical.

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Element Rating Levels
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Summary Rating Levels

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Summary Rating Examples 5 Level

• Superior Summary Rating
• No element rated Does Not Meet (DNM)
• At least one element rated Fully Successful
• Total of points under Exceeds greater
• than points under FS

C Critical NC Non-Critical
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Summary Rating Examples 5 Level

• Fully Successful Summary Rating
• If none of the above apply
• As a minimum
• At least one element rated at Fully
• Successful (FS)
• Total of points for FS greater than or
• equal to total points for Exceeds
• No critical element rated Does Not Meet

Element
E
FS
DNM
Element 1 (C)
2
Element 2 (C)
2
Element 3 (NC)
1
Element 4 (NC)
1
Total
2
4
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Summary Rating Examples 5 Level
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Responsibilities


Employee (No Change)
Rating Official (No change)
Reviewing Official (New)
Explain the link between the work unit outputs,
the employees duties, and the Agency goals Ask
employee to provide input into development of
his/her Performance plan Provide informal
feedback throughout the rating year Conduct/Docume
nt at least one formal progress review during
rating year Complete year-end performance rating
Review and Approve employees performance
standards as submitted by supervisors to ensure
consistency across work unit Review and
Approve end-of-year performance rating Note
Reviewing Official approves performance plans
and year-end ratings before supervisor (rating
official) gives rating to employees
Provide input into the development of
your Performance Plan Check your understanding
of expectations Communicate with supervisor
throughout the rating cycle Provide input
on Accomplishments Assist in identifying Training
needs to enhance performance
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Performance Appraisal Form
Five Level Summary Rating
Two Level (Pass/Fail)
Five Level

• AD-435A
• - Signature Sheet
• - Elements/Standards/
• Performance measures
• AD-435B
• - Elements/Standards/
• Performance Measures
• AD-435
• Rating Sheet

AD-2000
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Rating Cycle and Progress Reviews
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Rating Cycle
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Linkage to Other Personnel Actions

• Fully Successful Summary Rating required for
• Within Grade Increase
• Career Ladder Promotion

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Awards Program

• FY06
• No Change to current program

• FY07
• Implementation of new Awards Program
• 07 monies used to reward 06 performance
• 75 of awards budget to recognize 06 performance
• 25 of awards budget used to recognize
  performance throughout 07

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Training in New Performance Management System

• Briefings to workforce
• Why a new performance management system
• What changed
• Link to agency mission and organizational goals
• Computer-Based Training (CBT) for supervisors
• Overall performance management system
• Developing performance measures
• Evaluating employees against measures
• CBT available through AgLearn beginning 11/1/05