OCAO AllHands Meeting

1
OCAO All-Hands Meeting

• June 27, 2007

2
Agenda

• Opening Remarks (Bill)
• Pay Demo End of Year Performance Process (Gene,
  et.al.)
• Open for questions on any other topic of concern
• Other topics as time allows
• Closing Comments (Bill)

3
Opening Remarks

• Looking Ahead to the 4th Quarter, and Beyond
• New challenges and opportunities
• Safety, Safety, Safety
• At Home, Work and Play!
• Front Office Changes
• Secretary
• Dana Shields HSPD-12, PIV-II Implementation
  Manager
• Comings (Welcome!) and Goings (Farewell and Best
  Wishes!)

4
Comings and Goingssince last all-hands

• Welcome To
• Amy Yu, Budget Analyst, HQ
• Karen Brooks, Realty Specialist, Seattle
• Terry Sloan, Realty Specialist, Kansas City
• Dan Galan, Facilities Support Assistant, Kansas
  City
• Steven Creeger, Systems Accountant, Logistics, HQ

See Comings and Goings memo for more
information.
5
Comings and Goingssince last all-hands

• Farewell
• Gene Sarrals, Seattle (retired)
• Marybeth Kenefick, HQ (retired)
• Brian Mason, HQ (retired)
• Victor Stewart, HQ (retired)
• Mary Kreh, HQ (retired)
• Mary Cantrill, HQ (transferred)
• Heidi Riley, Boulder (resigned)
• Mary Cox, Kansas City (retired)
• Richard Szymanski, Norfolk (resigned)
• Rudy Nunez, Boulder (retired)
• Kathleen Bryant, HQ (resigned)
• Barbara Woods (to retire 6/30), Boulder

See Comings and Goings memo for more
information.
6
Pay Demo Project

• For training and general information
• http//www.wfm.noaa.gov/Powerpoint/perf-mgt-empl-2
  006.ppt
• http//www.wfm.noaa.gov/Powerpoint/demo_mgmt_train
  ing_2006.ppt
• CAO Pay Demo site http//www.cao.noaa.gov/paydemo
  /
• CAO policies on performance plans, reviews and
  evaluations
• Links to WFM and DOC Pay Demo sitesgood training
  resources, pay tables, etc.
• Upcoming dates and important information
• Salary approval process
• 5-Tier Plan information

7
End of Year Performance Evaluation Process Major
Milestones

• Dates Subject to Change! (updated 7/24/07)
• 7/13/07 Final dates issued by PPM (posted on
  CAO website)
• 8/24/07 Employees submit input to Rating
  Official
• See guidelines in next slides
• 9/21/07 Rating Officials (RO) conduct
  Performance Evaluation Meetings
• See guidelines in next slides
• 10/05/07 PPM receives all performance
  evaluations with employee written input and score
  and bonus recommendations
• 12/6/07 Performance raise/bonuses in paychecks

NOTE Dates are NOT LATER THAN
8
End of Year Performance Evaluation Process
Employee Guidance

• Written input to the performance evaluation from
  employee to rating official is required.
• Link accomplishments to Performance Plan critical
  elements.
• Use quantitative results when possible (e.g.,
  completed 100 inventory with no adverse audit
  findings).
• List actions that go beyond normal job (e.g.,
  developed new reporting process that cut
  development time by 10).
• List team actions (e.g., member of safety
  investigation team that completed complex mishap
  analysis resulting in significant lessons
  learned).
• Document results claimed (including
  quantities), benefits to NOAA, OCAO, others.
• Qualitative OK where appropriate.
• Helps to have developed personal goals for the
  year, and have supervisor buy-in for those goals.
• See next slide for written input guidelines.

9
End of Year Performance Evaluation Process
Employee Guidance

• Provide written input at both mid-term and final
  evaluations.
• OCAO Requirements Written input will
• Be no longer than 2 pages. Quality is better
  than length.
• Be in bulleted format.
• Have accomplishments/results listed by critical
  element.
• Use 12 point font.
• Do not over-state or under-state your
  accomplishments.
• Project accomplishments through September

10
Pay/Bonus Pools

• Pay Pools based on 3-year historic promotion
  average
• Historic raises converted to percent, which will
  be applied to OCAO salaries as of last pay period
  in September to calculate potential pool
• For OCAO
• 2.4 for ZA pay pool
• 2.4 for ZP pay pool
• 1.45 for ZS pay pool (single-grade promotions)
• The percentages only determine potential
  available in total pay pools, not what an
  individual will receive!
• Bonus Pools based on 3-year historic bonus
  (special act) average
• Historic bonuses converted to percent, which will
  be applied to OCAO salaries as of last pay period
  in September to calculate potential pool
• For OCAO 2.0 average total
• The percentages only determine potential
  available in total bonus pool, not what an
  individual will receive!

11
Pay Demo Appeal Rights

• Grievable
• Performance Score
• Rating
• Pay Increase
• NOT Grievable
• Performance Plan
• Bonus Decisions
• Appeal Procedures
• Informal Appeal (request for reconsideration) due
  to PPM within 15 calendar days from receipt of
  scores
• Management response due within 15 calendar days
  from receipt of informal appeal
• Employee formal grievance due within 10 calendar
  days from receipt of management response
• Management response due within 90 calendar days
  from receipt of formal grievance

12
End of Year Performance Evaluation Process
5-Tier Processes

• Process for 5-Tier essentially the same as for
  pay demo
• Written employee input not required, but highly
  encouraged
• OCAO special act (bonuses) are available
• Based on FY2007 performance
• Awarded 1st quarter FY2008
• 5-Tier bonus pool to be budgeted at same level
  as pay demo
• Will be reviewed by supervisors and PPM for equity