five-level performance management system. caveat for bargaining unit employees the following...
TRANSCRIPT
Caveat for Bargaining Unit Employees
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
Performance Management is also:
The exchange of ideas and informal discussions with your supervisor
How management communicates the NOAA goal(s) and objective(s) your work supports
How you and your supervisor can identify training needs and career development
Current Performance Management
Covered by two-level, or pass-fail, performance management system
Includes all General Schedule and Federal Wage System employees as well as Wage Marines
At end of appraisal cycle, most employees will receive a “Meets or Exceeds Expectations” rating
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 unit employees or after labor relations obligations have been completed
Includes all General Schedule and Federal Wage System employees as well as Wage Marines– Not Demonstration Project employees
What does change 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 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)
Five-Level Performance Planning
Plans recorded on new form: CD-430: http://www.osec.doc.gov/forms/pdf/cd430fll.pdf
Plan must be presented to you within 60 days of beginning of appraisal cycle
Plans must contain between 3 and 5 critical elements which describe the nature of your duties
– Required for all employees: Customer Service element
Each critical element must support both DOC and NOAA organizational goals
Element and Objective
Element: brief description or title of the duties contained in this element– Ex. – Customer Service
Objective: goal of element – Ex. – To respond to internal and external customers,
stakeholders, and the public
DOC Goal/NOAA Goal
Indicates both the Commerce and NOAA organizational goals that your work on that element supports
Each employee’s duties must advance DOC and NOAA strategic goals
Commerce Strategic Goals
Provide the information and tools to maximize U.S. competitiveness and enable economic growth for American industries, workers, and consumers.
Foster science and technological leadership by protecting intellectual property, enhancing technical standards, and advancing measurement science.
Observe, protect, and management of the earth’s resources to promote environmental stewardship.
Management Integration Goal: Achieve organizational management excellence.
NOAA’s Mission Goals and Mission Support Goal
1. Protect, Restore, and Manage the Use of Coastal and Ocean Resources through an Ecosystem Approach to Management
2. Understand Climate Variability and Change to Enhance Society's Ability to Plan and Respond
3. Serve Society's Needs for Weather and Water Information
4. Support the Nation's Commerce with Information for Safe, Efficient, and Environmentally Sound Transportation
5. Provide Critical Support for NOAA's Mission
Linking Plans to Goals
Ecosystems ClimateWeather/Water
Commerce/ Transportation Support
EmployeeSES Supervisor
Weight
Each critical element is weighted with a percentage: Ex. – 25%
Weight of all critical elements in a plan must equal 100%
Weight designates the importance of that element in advancing organizational goals
Minimum weight = 15%
Results 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. – Accurate reporting; timely submissions
Criteria for Evaluation/Supplemental Standards
Depict the level of work required to earn a Level 3 on that critical element: Quality, Quantity, Timeliness, Cost-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 accurate and are usually submitted by the established deadline
Generic Performance Standards
Used in addition to Supplemental Standards to give general guidelines on how to achieve each rating level (Level 5, Level 4, etc.)
Part of CD-430, performance plan
Can also be found online: http://ohrm.os.doc.gov/Performance/ssLINK/prod01_001139
Finalizing Your Performance Plan
Ensure that you understand required duties and how they link to organizational goals
Ensure that Level 3 work described in Supplemental Standards are achievable
Sign and date plan– If you refuse to sign, the plan is still in effect and
supervisor notes refusal to sign
Progress Reviews
One progress review required at mid-point of appraisal cycle (approx. March or April)
Additional progress reviews can be requested by employee or supervisor
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 Performance Improvement Plan (PIP)
End-of-Year Appraisals
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
Employees should compile a listing of accomplishments completed during appraisal cycle– Employee may request a pre-appraisal meeting to
present accomplishments listing
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 final rating with supervisor
– Employee may refuse to sign
How a Final Rating is Determined
Supervisor rates each critical element from 1 – 5, using Supplemental/Generic Standards as guide
– Only whole numbers: Level 4, not Level 4.5
Supervisor multiplies rating on each critical element by weight on that critical element
– Ex. – 15 (%) x (Level) 4 = 60 points
Points for each critical element are totaled
Use scale to determine which rating corresponds to point total
Example
Critical Element 1 is 30% of plan Rated at Level 4 30 x 4 = 120 points
Critical Element 2 is 30% of plan Rated at Level 3 30 x 3 = 90 points
Critical Element 3 is 20% of plan Rated at Level 5 20 x 5 = 100 points
Critical Element 4 is 20% of plan Rated at Level 4 20 x 4 = 80 points
120 + 90 + 100 + 80……………TOTAL = 390 points
Scale
Overall Score Summary Rating
470 – 500 points Level 5 380 – 469 points Level 4 290 – 379 points Level 3 200 – 289 points Level 2 100 – 199 points Level 1
Example from Previous Slide:– 390 points translates into a Level 4 rating
Reconsideration of Rating
If employee is not satisfied with rating, he/she may request reconsideration
Informal Reconsideration: work with rating and approving officials to justify higher rating
Formal Reconsideration: processed under the appropriate negotiated grievance procedures or under the DOC’s administrative grievance procedure
Performance Awards
Performance awards will be reinstated under five-level system
Highest performers will receive highest awards
Other awards--Special Act, Time Off, CIYA--still available for use throughout year