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8/8/2019 PPT on Performance Management
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Five-Level PerformanceManagement System
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C aveat for Bargaining Unit Employees
The following presentation is intended for:
Non-bargaining unit employees
OR
Bargaining unit employees whose labor unions havecompleted negotiations on the five-level performancemanagement system
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What is Performance Management?
P erformance plan
Midterm or progress review
Final appraisal
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Performance Management is also:
The exchange of ideas and informal discussions
with your supervisor
How management communicates the NOAAgoal(s) and objective(s) your work supports
How you and your supervisor can identifytraining needs and career development
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Cu rrent Performance Management
C overed by two-level, or pass-fail,
performance management system
Includes all General Schedule and FederalWage System employees as well as Wage
Marines
At end of appraisal cycle, most employeeswill receive a Meets or Exceeds
Expectations rating
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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 unitemployees or after labor relations obligations havebeen completed
Includes all General Schedule and Federal WageSystem employees as well as Wage Marines Not Demonstration P roject employees
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Wh at does c h ange 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 tobe 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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Five-Level Performance Planning
P lans recorded on new form: C D-430:
http://www.osec.doc.gov/forms/pdf/cd430fll.pdf
P lan must be presented to you within 60 days of beginning of appraisal cycle
P lans must contain between 3 and 5 critical elementswhich describe the nature of your duties Required for all employees: C ustomer Service element
Each critical element must support both DO C and NOAAorganizational goals
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CD-430,Critical
Element
Page
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Element and Objective
Element: brief description or title of the duties
contained in this element Ex. C ustomer Service
Objective: goal of element Ex. To respond to internal and external customers,
stakeholders, and the public
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CD-430,Critical
Element
Page
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D OC Goal/NOAA Goal
Indicates both the C ommerce and NOAA
organizational goals that your work on thatelement supports
Each employees duties m u st advance DO C and NOAA strategic goals
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C ommerce Strategic Goals
P rovide the information and tools to maximize U.S.competitiveness and enable economic growth for
American industries, workers, and consumers.
Foster science and technological leadership byprotecting intellectual property, enhancing technicalstandards, and advancing measurement science.
Observe, protect, and management of the earthsresources to promote environmental stewardship.
Management Integration Goal: Achieve organizationalmanagement excellence.
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NOAAs Mission Goals and MissionS u pport Goal
1. P rotect, Restore, and Manage the Use of C oastal and OceanResources through an Ecosystem Approach to Management
2. Understand C limate Variability and C hange to EnhanceSociety's Ability to P lan and Respond
3. Serve Society's Needs for Weather and Water Information
4. Support the Nation's C ommerce with Information for Safe,Efficient, and Environmentally Sound Transportation
5. P rovide C ritical Support for NOAA's Mission
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Linking Plans to Goals
Ecosystems Climate
Weather/
Water
Commerce/
Transportation Support
Employee
SES Supervisor
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CD-430,Critical
Element
Page
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W eig h t
Each critical element is weighted with a
percentage: Ex. 25%
Weight of all critical elements in a plan mustequal 100%
Weight designates the importance of thatelement in advancing organizational goals
Minimum weight = 15%
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CD-430,Critical
Element
Page
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R es u lts 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. Acc u rate reporting; timely submissions
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CD-430,Critical
Element
Page
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C riteria for Eval u ation/S u pplementalStandards
Depict the level of work required to earn a Level
3 on that critical element: Q u ality, Q u antity,Timeliness, C ost-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 acc u rate and areusually submitted by the established deadline
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Generic Performance Standards
Used in addition to Supplemental Standards to
give general guidelines on how to achieve eachrating level (Level 5, Level 4, etc.)
P art of C D-430, performance plan
C an also be found online:http://ohrm.os.doc.gov/ P erformance/ssLINK/prod01_001139
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Finalizing Yo u r Performance Plan
Ensure that you understand required duties and
how they link to organizational goals
Ensure that Level 3 work described inSupplemental Standards are achievable
Sign and date plan If you refuse to sign, the plan is still in effect and
supervisor notes refusal to sign
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Progress R eviews
One progress review required at mid-point of appraisalcycle (approx. March or April)
Additional progress reviews can be requested byemployee or supervisor
Supervisor documents that performance is at or aboveLevel 3 or indicates elements on which performance isbelow Level 3 Note: When performance falls to Level 1, supervisor will
establish a P erformance Improvement P lan ( P IP )
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End-of-Year Appraisals
Eligibility for Rating:
Must have worked at least 120 days in one or morecovered 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 appraisalcycle Employee may request a pre-appraisal meeting to
present accomplishments listing
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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 finalrating with supervisor Employee may refuse to sign
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H ow a Final R ating is D etermined
Supervisor rates each critical element from 1 5, usingSupplemental/Generic Standards as guide Only whole numbers: Level 4, not Level 4.5
Supervisor multiplies rating on each critical element byweight on that critical element
Ex. 15 (%) x (Level) 4 = 60 points
P oints for each critical element are totaled
Use scale to determine which rating corresponds to pointtotal
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Example
C ritical Element 1 is 30% of plan Rated at Level 430 x 4 = 120 points
C ritical Element 2 is 30% of plan Rated at Level 330 x 3 = 90 points
C ritical Element 3 is 20% of plan Rated at Level 520 x 5 = 100 points
Critical Element 4 is 20% of plan Rated at Level 420 x 4 = 80 points
120 + 9 0 + 100 + 8 0 TOTAL = 39 0 points
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Scale
Overall Score S u mmary R ating
470 500 points Level 5380 469 points Level 4290 379 points Level 3
200 289 points Level 2100 199 points Level 1
Example from P revious Slide:
390 points translates into a Level 4 rating
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R econsideration of R ating
If employee is not satisfied with rating, he/she
may request reconsideration
Informal Reconsideration: work with rating andapproving officials to justify higher rating
Formal Reconsideration: processed under theappropriate negotiated grievance procedures or under the DO C s administrative grievance
procedure
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Performance Awards
P erformance awards will be reinstated under
five-level system
Highest performers will receive highest awards
Other awards--Special Act, Time Off, C IYA--stillavailable for use throughout year
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For more information
http://ohrm.os.doc.gov/ P erformance/ P ROD01_001118
DO C training video:h ttp://www.wfm.noaa.gov/performancemgmt/media/test.asx
Or contact your servicing Human Resources Advisor