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—

  


ë The following presentation is intended for:

± Non-bargaining unit employees

OR

± Bargaining unit employees whose labor unions have

completed negotiations on the five-level performance
management system
   
   

ë àerformance plan

ë Midterm or progress review

ë Final appraisal

    


ë The exchange of ideas and informal discussions

with your supervisor

ë How management communicates the NOAA

goal(s) and objective(s) your work supports

ë How you and your supervisor can identify

training needs and career development
—
 
   

ë —overed by two-level, or pass-fail,

performance management system

ë Includes all General Schedule and Federal

Wage System employees as well as Wage
Marines

ë At end of appraisal cycle, most employees

will receive a ³Meets or Exceeds
Expectations´ rating
 

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ë All current two-level employees will switch to five-

level performance management system

ë Effective 10/01/06 for all non-bargaining unit

employees or after labor relations obligations have
been completed

ë Includes all General Schedule and Federal Wage

System employees as well as Wage Marines
± Not Demonstration àroject employees
 
  


 

ë By end of October, employees will receive final,

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

ë By end of November (Dec. for Wage Marines),

employees will receive new performance plan to
be 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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ë àlans recorded on new form: —D-430:

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

ë àlan must be presented to you within 60 days of

beginning of appraisal cycle

ë àlans must contain between 3 and 5 critical elements

which describe the nature of your duties
± Required for all employees: —ustomer Service element

ë Each critical element must support both DO— and NOAA

organizational goals
—

— 

 

  


ë Element: brief description or title of the duties

contained in this element
± Ex. ± —ustomer Service

ë Objective: goal of element

± Ex. ± To respond to internal and external customers,
stakeholders, and the public
—

— 

 

·—
 !""


ë Indicates both the —ommerce and NOAA

organizational goals that your work on that
element supports

ë Each employee¶s duties 
advance DO—

and NOAA strategic goals
—
 


ë àrovide the information and tools to maximize U.S.

competitiveness and enable economic growth for
American industries, workers, and consumers.

ë Foster science and technological leadership by

protecting intellectual property, enhancing technical
standards, and advancing measurement science.

ë Observe, protect, and management of the earth¶s

resources to promote environmental stewardship.

ë Management Integration Goal: Achieve organizational

management excellence.
 !""# 

  





1. àrotect, Restore, and Manage the Use of —oastal and Ocean
Resources through an Ecosystem Approach to Management

2. Understand —limate Variability and —hange to Enhance

Society's Ability to àlan and Respond

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

4. Support the Nation's —ommerce with Information for Safe,

Efficient, and Environmentally Sound Transportation

5. àrovide —ritical Support for NOAA's Mission

 $  




  
 
O
  
 
 



 


O  

O

—

— 

 

  

ë Each critical element is weighted with a

percentage: Ex. ± 25%

ë Weight of all critical elements in a plan must

equal 100%

ë Weight designates the importance of that

element in advancing organizational goals

ë Minimum weight = 15%

—

— 

 




"
 

ë Lists 3 -6 duties involved in that critical element

ë Activities should be results-oriented

± Draft agency policies are created within the framework
of government-wide regulations

ë Activities will not contain evaluative language

± Ex. ± "
 reporting;   submissions
—

— 

 

—  




 
 

ë Depict the level of work required to earn a Level

3 on that critical element: ë
 %ë
  %
&  %—
 
 
± Work above the described level = Level 4 or Level 5
rating
± Work below the described level = Level 2 or Level 1

ë Ex. ± Submissions are usually 
 and are

usually submitted by the established  
  
  

ë Used in addition to Supplemental Standards to

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

ë àart of —D-430, performance plan

ë —an also be found online:

http://ohrm.os.doc.gov/àerformance/ssLINK/prod01_001139
|  ' (


 

ë Ensure that you understand required duties and

how they link to organizational goals

ë Ensure that Level 3 work described in

Supplemental Standards are achievable

ë Sign and date plan

± If you refuse to sign, the plan is still in effect and
supervisor notes refusal to sign


)

ë One progress review required at mid-point of appraisal

cycle (approx. March or April)

ë Additional progress reviews can be requested by

employee or supervisor

ë Supervisor documents that performance is at or above

Level 3 or indicates elements on which performance is
below Level 3
± Note: When performance falls to Level 1, supervisor will
establish a àerformance Improvement àlan (àIà)
 
(" 

ë Eligibility for Rating:

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

ë Employees should compile a listing of

accomplishments completed during appraisal
cycle
± Employee may request a pre-appraisal meeting to
present accomplishments listing

 "  

ë 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

ë Must be conducted within 30 days of end of cycle

ë Supervisor must have provided overall justification of

rating or must have justified each critical element

ë Employee signs and dates signaling discussion of final

rating with supervisor
± Employee may refuse to sign
^
)|   · 

ë Supervisor rates each critical element from 1 ± 5, using

Supplemental/Generic Standards as guide
± Only whole numbers: Level 4, not Level 4.5

ë Supervisor multiplies rating on each critical element by

weight on that critical element
± Ex. ± 15 (%) x (Level) 4 = 60 points

ë àoints for each critical element are totaled

ë Use scale to determine which rating corresponds to point

total
*

ë —ritical Element 1 is 30% of plan Rated at Level 4

30 x 4 = 120 points
ë —ritical Element 2 is 30% of plan Rated at Level 3
30 x 3 = 90 points
ë —ritical Element 3 is 20% of plan Rated at Level 5
20 x 5 = 100 points
ë —ritical Element 4 is 20% of plan Rated at Level 4
20 x 4 = 80 points

[
+,
+[

+-
&&"./,






 
 

ë 470 ± 500 points Level 5

ë 380 ± 469 points Level 4
ë 290 ± 379 points Level 3
ë 200 ± 289 points Level 2
ë 100 ± 199 points Level 1

Example from àrevious Slide:

± 390 points translates into a Level 4 rating

 

 

ë If employee is not satisfied with rating, he/she

may request reconsideration

ë Informal Reconsideration: work with rating and

approving officials to justify higher rating

ë Formal Reconsideration: processed under the

appropriate negotiated grievance procedures or
under the DO—¶s administrative grievance
procedure

 ")

ë àerformance awards will be reinstated under

five-level system

ë Highest performers will receive highest awards

ë Other awards--Special Act, Time Off, —IYA--still

available for use throughout year
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ë http://ohrm.os.doc.gov/àerformance/àROD01_001118

ë DO— training video:

 )))0) 0
0


    0*

ë Or contact your servicing Human Resources

Advisor