PPT on Performance Management

8/8/2019 PPT on Performance Management

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Five-Level PerformanceManagement System


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C aveat for Bargaining Unit Employees

The following presentation is intended for:

Non-bargaining unit employees

OR

Bargaining unit employees whose labor unions havecompleted negotiations on the five-level performancemanagement system


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What is Performance Management?

P erformance plan

Midterm or progress review

Final appraisal


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Performance Management is also:

The exchange of ideas and informal discussions

with your supervisor

How management communicates the NOAAgoal(s) and objective(s) your work supports

How you and your supervisor can identifytraining needs and career development


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Cu rrent Performance Management

C overed by two-level, or pass-fail,

performance management system

Includes all General Schedule and FederalWage System employees as well as Wage

Marines

At end of appraisal cycle, most employeeswill receive a Meets or Exceeds

Expectations rating


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Migration to Five-Level System

All current two-level employees will switch to five-

level performance management system

Effective 10/01/06 for all non-bargaining unitemployees or after labor relations obligations havebeen completed

Includes all General Schedule and Federal WageSystem employees as well as Wage Marines Not Demonstration P roject employees


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Wh at does c h ange to five-level mean?

By end of October, employees will receive final,

two-level appraisal Wage Marines will receive this by end of November

By end of November (Dec. for Wage Marines),employees will receive new performance plan tobe rated on five-level system At end of next appraisal cycle, you will receive a:

Level 5 (highest), Level 4, Level 3, Level 2, or Level 1(unacceptable)


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Five-Level Performance Planning

P lans recorded on new form: C D-430:

http://www.osec.doc.gov/forms/pdf/cd430fll.pdf

P lan must be presented to you within 60 days of beginning of appraisal cycle

P lans must contain between 3 and 5 critical elementswhich describe the nature of your duties Required for all employees: C ustomer Service element

Each critical element must support both DO C and NOAAorganizational goals


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CD-430,Critical

Element

Page


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Element and Objective

Element: brief description or title of the duties

contained in this element Ex. C ustomer Service

Objective: goal of element Ex. To respond to internal and external customers,

stakeholders, and the public


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CD-430,Critical

Element

Page


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D OC Goal/NOAA Goal

Indicates both the C ommerce and NOAA

organizational goals that your work on thatelement supports

Each employees duties m u st advance DO C and NOAA strategic goals


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C ommerce Strategic Goals

P rovide the information and tools to maximize U.S.competitiveness and enable economic growth for

American industries, workers, and consumers.

Foster science and technological leadership byprotecting intellectual property, enhancing technicalstandards, and advancing measurement science.

Observe, protect, and management of the earthsresources to promote environmental stewardship.

Management Integration Goal: Achieve organizationalmanagement excellence.


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NOAAs Mission Goals and MissionS u pport Goal

1. P rotect, Restore, and Manage the Use of C oastal and OceanResources through an Ecosystem Approach to Management

2. Understand C limate Variability and C hange to EnhanceSociety's Ability to P lan and Respond

3. Serve Society's Needs for Weather and Water Information

4. Support the Nation's C ommerce with Information for Safe,Efficient, and Environmentally Sound Transportation

5. P rovide C ritical Support for NOAA's Mission


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Linking Plans to Goals

Ecosystems Climate

Weather/

Water

Commerce/

Transportation Support

Employee

SES Supervisor


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CD-430,Critical

Element

Page


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W eig h t

Each critical element is weighted with a

percentage: Ex. 25%

Weight of all critical elements in a plan mustequal 100%

Weight designates the importance of thatelement in advancing organizational goals

Minimum weight = 15%


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CD-430,Critical

Element

Page


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R es u lts of Major Activities

Lists 3 -6 duties involved in that critical element

Activities should be results-oriented Draft agency policies are created within the framework

of government-wide regulations

Activities will not contain evaluative language Ex. Acc u rate reporting; timely submissions


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CD-430,Critical

Element

Page


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C riteria for Eval u ation/S u pplementalStandards

Depict the level of work required to earn a Level

3 on that critical element: Q u ality, Q u antity,Timeliness, C ost-Effectiveness Work above the described level = Level 4 or Level 5

rating

Work below the described level = Level 2 or Level 1

Ex. Submissions are usually acc u rate and areusually submitted by the established deadline


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Generic Performance Standards

Used in addition to Supplemental Standards to

give general guidelines on how to achieve eachrating level (Level 5, Level 4, etc.)

P art of C D-430, performance plan

C an also be found online:http://ohrm.os.doc.gov/ P erformance/ssLINK/prod01_001139


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Finalizing Yo u r Performance Plan

Ensure that you understand required duties and

how they link to organizational goals

Ensure that Level 3 work described inSupplemental Standards are achievable

Sign and date plan If you refuse to sign, the plan is still in effect and

supervisor notes refusal to sign


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Progress R eviews

One progress review required at mid-point of appraisalcycle (approx. March or April)

Additional progress reviews can be requested byemployee or supervisor

Supervisor documents that performance is at or aboveLevel 3 or indicates elements on which performance isbelow Level 3 Note: When performance falls to Level 1, supervisor will

establish a P erformance Improvement P lan ( P IP )


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End-of-Year Appraisals

Eligibility for Rating:

Must have worked at least 120 days in one or morecovered positions during the appraisal cycle Must occupy a covered position on the last day of the

performance cycle

Employees should compile a listing of accomplishments completed during appraisalcycle Employee may request a pre-appraisal meeting to

present accomplishments listing


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Performance Appraisal Meeting

Supervisor presents employee with final rating: Level 5, Level 4, Level 3, Level 2, or Level 1 Level 1 on any critical element = Level 1 final rating

Must be conducted within 30 days of end of cycle

Supervisor must have provided overall justification of rating or must have justified each critical element

Employee signs and dates signaling discussion of finalrating with supervisor Employee may refuse to sign


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H ow a Final R ating is D etermined

Supervisor rates each critical element from 1 5, usingSupplemental/Generic Standards as guide Only whole numbers: Level 4, not Level 4.5

Supervisor multiplies rating on each critical element byweight on that critical element

Ex. 15 (%) x (Level) 4 = 60 points

P oints for each critical element are totaled

Use scale to determine which rating corresponds to pointtotal


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Example

C ritical Element 1 is 30% of plan Rated at Level 430 x 4 = 120 points



Critical Element 4 is 20% of plan Rated at Level 420 x 4 = 80 points

120 + 9 0 + 100 + 8 0 TOTAL = 39 0 points


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Scale

Overall Score S u mmary R ating

470 500 points Level 5380 469 points Level 4290 379 points Level 3

200 289 points Level 2100 199 points Level 1

Example from P revious Slide:

390 points translates into a Level 4 rating


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R econsideration of R ating

If employee is not satisfied with rating, he/she

may request reconsideration

Informal Reconsideration: work with rating andapproving officials to justify higher rating

Formal Reconsideration: processed under theappropriate negotiated grievance procedures or under the DO C s administrative grievance

procedure


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Performance Awards

P erformance awards will be reinstated under

five-level system

Highest performers will receive highest awards

Other awards--Special Act, Time Off, C IYA--stillavailable for use throughout year


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For more information

http://ohrm.os.doc.gov/ P erformance/ P ROD01_001118

DO C training video:h ttp://www.wfm.noaa.gov/performancemgmt/media/test.asx

Or contact your servicing Human Resources Advisor

PPT on Performance Management

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