Performance Management

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Performance Management

• NRCS

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Performance Planning
PLANNING
MONITORING
REWARDING
DEVELOPING
RATING
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Definitions

• Performance
• Accomplishment of work assignments or
  responsibilities
• Rating Official
• Immediate supervisor
• Reviewing Official
• Second-level supervisor
• Interim Appraisal-Advisory Rating
• Written appraisal of employee during the
  appraisal period

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Performance Appraisal Period

• Appraisal period
• October 1, 2007 September 30, 2008
• Performance Plans
• Established by October 30, 2007
• Prepared by Rating Official
• Immediate supervisor
• Employee involvement
• Reviewed by Reviewing Official
• Second-level supervisor
• Discussed with employee
• Signature/check box in EmpowHR

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Changes/Clarifications

• Minimum performance appraisal period
• 90 calendar days
• Written performance standards
• Does not apply to performance feedback
• Critical element
• Supervisory/leadership
• Interim Appraisals
• Supervisory changes
• Position changes
• Details/temporary promotions

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Performance Plans

• Written elements and standards
• Communicated to employee
• 3 to 7 performance elements
• Critical elements
• Mission results
• Leadership/supervision
• EO/CR
• Stand-alone-supervisors
• Choice of stand-alone or included in critical
  element
• Non-critical elements
• Minimum of one

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Performance Plans

• Supervisor Plans
• Measures
• Employee feedback
• Customer/Stakeholder feedback
• Related to position
• Safety and health
• Protection of PII
• Personal Identifiable Information
• Ethics

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Performance Objectives

• Specific
• Measurable
• Aligned
• Realistic-relevant
• Time-bound

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Performance Objectives

• Aligned with Strategic goals and Agency mission
• Direct line of sight between expectations and
  Agency mission and objectives
• Source documents
• NRCS Strategic Plan
• Human Capital Strategic Plan
• 2008 Business Planning Documents

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Performance Standards

• Develop for meets fully successful level
• Source documents
• Position descriptions
• Work plans
• Project proposals
• PMA goals
• Targets
• Equal opportunity action plans

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Performance Standards

• Measures
• Quantity
• Quality
• Cost effectiveness
• Manner of performance

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Performance Standards

• Planned approach for developing standards by
  occupational series
• Identify positions-STC, AO, SC(457)
• Retain contractor
• Collect relevant data
• Interview employees in position
• Interview mangers of employees
• Develop/deliver
• Value-added results
• Measures
• Performance standards

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Collateral Duties

• SEPM duties
• Other collateral duties
• Included in Employee Performance Plan
• Objectives and Standards
• Not required to be stand-alone element
• EO/CR
• Included in critical element
• Non-critical element

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Individual Development Plan

• Short and Long Term
• Learning Goals
• Developmental Goals
• Strategies
• Elective training
• Education
• Developmental activities
• Details
• Courses
• During Performance Planning Process

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EmpowHR Workflow

• Performance Plans
• Rating Official
• Reviewing Official
• Rating Official
• Employee
• Performance Appraisals
• Rating Official
• Reviewing Official
• Employee

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Performance Monitoring
PLANNING
MONITORING
REWARDING
DEVELOPING
RATING
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Progress Reviews

• Mid-period
• Interim appraisals
• As required
• Interim reviews
• As desired

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Interim Appraisal

• Change in Supervisor
• 90 days under standards
• Supervised 90 days or more
• Interim appraisal to Rating Official
• Supervised less than 90 days
• Summary of employee accomplishments to Rating
  Official

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Interim Appraisal

• Change in position
• 90 days under standards
• Reassignment, transfer, new appointment
• Losing Rating Official
• Interim appraisal to Rating Official

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Interim Appraisal

• Details and Temporary Promotions within USDA
• More than 120 days
• Establish and communicate written standards
• Within 30 days
• Interim appraisal to Rating Official
• Less than or equal to 120 days
• Written standards not required
• Summary of employee accomplishments to Rating
  Official at end of assignment
• Details outside USDA
• Rating Official makes reasonable effort to obtain
  appraisal information

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Contact

• Performance Management Policy
• Eloris Speight
• 202-720-6646
• eloris.speight_at_wdc.usda.gov
• EmpowHR
• Local Human Resources Servicing Office
• NHQ
• John Glover
• 202-720-2227
• john.glover_at_wdc.usda.gov
• Gordie Walker
• 301-504-4134
• gordie.walker_at_wdc.usda.gov

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Questions