U. S.

DEPARTMENT OF HOMELAND SECURITY RATING PERIOD ORGANIZATION

FEDERAL EMERGENCY MANAGEMENT AGENCY
EMPLOYEE PERFORMANCE PLAN From: To:
THIS SECTION TO BE COMPLETED AT THE BEGINNING OF THE RATING PERIOD
EMPLOYEE NAME SOCIAL SECURITY NUMBER TITLE, SERIES AND GRADE

FIRST LEVEL SUPERVISOR (Type and sign your name and date)

I HAVE RECEIVED MY PERFORMANCE PLAN AND DISCUSSED IT WITH MY SUPERVISOR(Employee Identify On Target (OT) or Less Than Expected (LTE) for each
signature and date) performance criterion

1 st Qtr 2nd Qtr 3rd Qtr 4th Qtr

PERFORMANCE CRITERIA - ALL EMPLOYEES (Standard)
Projected Date for Quarterly Review:

1. CRITICAL - JOB KNOWLEDGE - Demonstrates the level of technical competence

necessary to perform the duties of the position. Demonstrates an understanding of the
applicable primary missions of FEMA organizations and how they relate to the
employee's work unit and assignments.

2. CRITICAL - COMPLETING TASKS - Assumes responsibility for completing

assigned tasks in support of organizational goals and objectives. Demonstrates initiative.
Demonstrates a willingness to accept new tasks. Accomplishes work in a timely fashion.

3. CRITICAL - QUALITY OF WORK - Produces work that is thorough, based in

logic, well-reasoned, attentive to detail, complies with established policies and
procedures, and fulfills defined goals.
4. CRITICAL - CUSTOMER SERVICE - Demonstrates reliability, responsiveness, and
courtesy in meeting the needs of the Agency's and work unit's internal and external
customers.
5. PROBLEM SOLVING - Anticipates and identifies problems and works to resolve
them. Analyzes situations, determines issues, gathers facts, develops and weighs
alternatives, and arrives at conclusions or makes recommendations as appropriate.
6. COMMUNICATION - Articulates ideas clearly and concisely both orally and in
writing. Listens to and considers ideas expressed by others.
7. IMPROVING WORK PROCESSES - Works toward improving work unit operations
and Agency programs. Suggests new approaches to enhance program efficiency and
effectiveness.

8. COORDINATION - Shares information with coworkers and appropriate offices.

Solicits and considers feedback on work products. Keeps supervisor and appropriate staff
updated on status of activities.

9. TEAM WORK - Cooperates with and assists co-workers in accomplishing

organizational goals. Displays courtesy and consideration toward coworkers while
carrying out daily functions. Treats coworkers in a respectful manner. Works
cooperatively to resolve misunderstandings.
10. PROFESSIONAL DEVELOPMENT - Displays initiative in identifying and
pursuing not only formal training opportunities, but also informal, cost-effective methods
for developing work-related technical and interpersonal skills.

Employee's initials and date for each Quarterly Review

Supervisor's initials and date for each Quarterly Review

FEMA Form 30-65, OCT 04 (See instructions on reverse) Copy 1-OHRM, 2-Employee, 3-Supervisor
 INSTRUCTIONS

A - DEFINITIONS:

QUARTERLY REVIEW: A supervisor's assessment of employee's performance for a specified period of time during the rating cycle.
This is a tool used by supervisors to communicate with employees about their performance compared to the performance criteria and
performance standards in the performance plan. This mechanism provides supervisors with an opportunity to provide feedback to
employees about their performance, i.e., work progress, areas of weaknesses and strengths, areas needing improvement, and other
performance-related matters. It also provides employees with an opportunity to provide input to the supervisor about their performance,
i.e., accomplishments, barriers, status of assignments, areas requiring supervisors attention, etc. A quarterly review is not a
performance rating and it does not determine the outcome of an employee's rating of record at the end of the year; therefore, a quarterly
review is not grievable, unless otherwise specified in a negotiated agreement. However, an employee may challenge that review by
discussing their concerns with the supervisor and/or by submitting written comments to the supervisor.

ON TARGET (OT): Performance in a particular criterion is at least acceptable and the employee's progress is on target;

LESS THAN EXPECTED (LTE): Performance in a particular criterion is less than expected by the supervisor. This does not
necessarily mean that the final rating of record will be Unacceptable.

B - PROCEDURES:

1. Supervisor signs the performance plan and discusses it with the employee. Employee acknowledges receipt of performance
plan by signing in the appropriate section, and copy is given to employee. Supervisor keeps original three-part plan.

2. During the quarterly reviews, the immediate supervisor will determine progress of performance on each criterion to be either On
Target (OT) or Less Than Expected (LTE), and will note this in the appropriate column on the plan.

3. If performance in any criterion is judged to be LTE, the supervisor will provide written narrative to explain this judgement on
FEMA Form 30-60B. Additional sheets may be attached as necessary. Employees may submit written comments to the
supervisor if they disagree with the review. Additionally, if any employee has performed in a superior manner in any criterion,
the supervisor shall note accomplishments in the comments section.

4. Both supervisor and employee will initial and date the employee performance plan in the appropriate section upon concluding
each quarterly review. A copy of each review and comments shall be given to the employee.