**INSTRUCTIONS FOR THE USAID AEF -- FS -- Page 1**

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  Evaluation Period  Normally, the Foreign Service evaluation period is
                     from 04/01/yyyy to 03/31/yyyy. Exceptions may be if
                     the employee enters a new position on, for example
                     07/04/yyyy; then the evaluation period would be
                     07/04/yyyy to 03/31/yyyy.

  **SECTION 1 --     
  ADMINISTRATIVE     
  DATA**             

  1a. Name           Enter employee's name -- Last Name, First Name and
                     Middle Initial.

  1b. SSN            Enter employee's social security number, e.g. 6789.

  1c. Rank/Step      Enter employee's rank and step, e.g. FS-02/3.

  1d. Position AOSC  Enter employee's Position Agency Occupational Series
  Title              Code Title, e.g. Project Development Officer.

  1e. Position       Enter employee's functional or work job title, e.g.
  Functional Title   Team Leader.

  1f. Post/USAID     Enter employee's location or place of work, e.g. for
  Office             an overseas employee in Egypt, enter Egypt. For a
                     USAID/W employee in the Bureau of Management, Office
                     of Human Resources, Personnel Division, enter
                     M/HR/POD.

  1g. Backstop       Enter the employee's backstop code, e.g. 10 for
                     Agricultural Officer.

  1h. Career Status  Based on the employee's career status, check the
                     appropriate box, e.g. career candidate officers are
                     non-tenured and career officers are tenured.
                     "Other", for example, may be a civil service
                     employee who is on a career limited appointment to
                     the Foreign Service.

  **SECTION 2 --     
  AUTHENTICATION OF  
  FINAL ANNUAL       
  EVALUATION**       

  2a. Name of Rating Enter Rating Official's name -- Last Name, First
  Official           Name and Middle Initial. Rating Official signs and
                     dates the evaluation only after the evaluation has
                     been completely finalized -- meaning the employee
                     and AC have reviewed the draft evaluation.

  2b. Name of AC     Enter AC Chairperson's name -- Last Name, First Name
  Chairperson        and Middle Initial. AC Chairperson signs and dates
                     the evaluation after reviewing the evaluation,
                     meeting with the Rating Official if necessary and
                     entering optional comments in Section 8b.

  2c. Employee       Employee signs and dates the final evaluation only
                     after the Rating Official and AC Chairperson have
                     signed the evaluation. The employee's signature only
                     acknowledges receipt of the evaluation, not
                     necessarily concurrence with the final evaluation
                     results. If the employee declines to sign the
                     evaluation, the Rating Official will check the
                     "Employee Declines to Sign" box and date the form.

  **SECTION 3 --     
  FINAL ANNUAL       
  EVALUATION         
  PERFORMANCE        
  RESULTS**          

  3a. Employee Met   Rating Official reviews the Foreign Service Skills
  All Skill          Matrix for the employee's class -- based on
  Standards for      employee's rank -- and determines if the employee is
  His/Her Current    meeting all the skill standards. Rating Official
  Class              checks the appropriate box based on his/her final
                     determination.

  3b. Employee Met   Rating Official checks the appropriate box based on
  All Work           his/her final determination on whether the employee
  Objectives         met the work objectives. This overall evaluation is
                     based on the Rating Official's evaluation of the
                     employee's performance on each work objective,
                     Section 7d. The answer for Section 3b is an "either
                     or" situation, either the employee met all the work
                     objectives or not. If the employee met a majority of
                     the work objectives, but did not meet one work
                     objective, the Rating Official must check the "no"
                     box.

  **SECTION 4 --     
  ROLE IN THE        
  ORGANIZATION**     

  Rating Official    
  describes the      
  employee's role    
  within the         
  organization by    
  specifying the     
  following: 1) the  
  organizational     
  setting and any    
  unique features of 
  the setting, 2)    
  resources          
  managed -          
  personnel,         
  financial,         
  budgets,           
  acquisition and    
  assistance         
  instruments and    
  physical assets -- 
  specify dollar     
  amounts of any     
  resources managed  
  and numbers of any 
  personnel managed, 
  3) continuing and  
  on-going           
  responsibilities   
  and functions      
  within the         
  operating unit.    

  For Official Use   To be used by AMS/EXO and Human Resources staff
  Only               only. AMS/EXO staff will enter the date the
                     completed AEF is received and check the appropriate
                     box on whether the Employee Statement is attached.
                     Human Resources staff will enter the date the
                     completed AEF was received in Human Resources and
                     the date the AEF was placed in the employee's
                     official evaluation folder.
  ------------------ ----------------------------------------------------

**INSTRUCTIONS FOR THE USAID AEF -- FS -- Page 2**

+------------------+---------------------------------------------------+
| Name, SSN,       | Enter the information as entered on the first     |
| Evaluation       | page of the AEF.                                  |
| Period           |                                                   |
+------------------+---------------------------------------------------+
| **SECTION 5 --   |                                                   |
| PERFORMANCE      |                                                   |
| PLAN**           |                                                   |
+------------------+---------------------------------------------------+
| 5a. Performance  | The Rating Official has 45 calendar days from the |
| Plan             | start of the evaluation period to establish the   |
|                  | employee's performance plan. The performance plan |
|                  | will be developed in direct collaboration with    |
|                  | the employee. The performance plan will have one  |
|                  | to three work objectives with one to two          |
|                  | performance measures for each work objective. For |
|                  | more information on developing work objectives    |
|                  | and performance measures, refer to the EEP        |
|                  | Guidebook, Chapter III. Performance Plans.        |
+------------------+---------------------------------------------------+
| **SECTION 5b --  |                                                   |
| AUTHENTICATION   |                                                   |
| OF PERFORMANCE   |                                                   |
| PLAN**           |                                                   |
+------------------+---------------------------------------------------+
| 5c. Name of      | Enter Rating Official's name -- Last Name, First  |
| Rating Official  | Name and Middle Initial. The Rating Official      |
|                  | signs and dates the form.                         |
+------------------+---------------------------------------------------+
| 5d. Name of AC   | Enter name of AC Representative who reviewed the  |
| Representative   | plan -- Last Name, First Name and Middle Initial. |
|                  | This is an optional review and can only be        |
| \[Enter name of  | requested by the employee. The AC Representative  |
| AC Rep who       | signs and dates the form.                         |
| reviewed the     |                                                   |
| plan\]           |                                                   |
+------------------+---------------------------------------------------+
| 5e. Employee     | Employee signs and dates the performance plan     |
|                  | only after the Rating Official and AC             |
|                  | Representative (Optional) have signed the plan.   |
|                  | The employee's signature only acknowledges        |
|                  | receipt of the performance plan, not necessarily  |
|                  | concurrence with the final performance plan. If   |
|                  | the employee declines to sign the plan, the       |
|                  | Rating Official will check the "Employee Declines |
|                  | to Sign" box and date the form.                   |
+------------------+---------------------------------------------------+
| **SECTION 6 --   |                                                   |
| FORMAL MID-POINT |                                                   |
| PROGRESS         |                                                   |
| REVIEW**         |                                                   |
+------------------+---------------------------------------------------+
| 6a. Mid-Point    | The Rating Official will hold one mandatory       |
| Progress Review  | formal mid-point progress review with the         |
|                  | employee. The main purpose of the review is to    |
|                  | document any adjustments to the performance plan  |
|                  | (work objectives and performance measures).       |
|                  | Additionally, the Rating Official will provide    |
|                  | performance feedback to the employee based on 360 |
|                  | input, progress on work objectives and continuing |
|                  | responsibilities and the FS skill standards. For  |
|                  | more information on the mid-point progress        |
|                  | review, see the EEP Guidebook, Chapter IV.        |
|                  | Progress & Employee Feedback.                     |
+------------------+---------------------------------------------------+
| **SECTION 6b --  |                                                   |
| AUTHENTICATION   |                                                   |
| OF FORMAL        |                                                   |
| MID-POINT        |                                                   |
| PROGRESS         |                                                   |
| REVIEW**         |                                                   |
+------------------+---------------------------------------------------+
| 6c. Name of      | Enter Rating Official's name -- Last Name, First  |
| Rating Official  | Name and Middle Initial. The Rating Official      |
|                  | signs and dates the form.                         |
+------------------+---------------------------------------------------+
| 6d. Name of AC   | Enter name of AC Representative who reviewed the  |
| Representative   | plan -- Last Name, First Name and Middle Initial. |
|                  | This is an optional review and can only be        |
| \[Enter name of  | requested by the employee. The AC Representative  |
| AC Rep who       | signs and dates the form.                         |
| reviewed the     |                                                   |
| plan\]           |                                                   |
+------------------+---------------------------------------------------+
| 6e. Employee     | Employee signs and dates the mid-point review     |
|                  | only after the Rating Official and AC             |
|                  | Representative (Optional) have signed the review. |
|                  | The employee's signature only acknowledges        |
|                  | receipt of the mid-point review, not necessarily  |
|                  | concurrence with the final mid-point review. If   |
|                  | the employee declines to sign the review, the     |
|                  | Rating Official will check the "Employee Declines |
|                  | to Sign" box and date the form.                   |
+------------------+---------------------------------------------------+

**INSTRUCTIONS FOR THE USAID AEF -- FS -- Page 3**

+------------------+---------------------------------------------------+
| Name, SSN,       | Enter the information as entered on the first     |
| Evaluation       | page of the AEF.                                  |
| Period           |                                                   |
+------------------+---------------------------------------------------+
| **SECTION 7 --   |                                                   |
| ASSESSMENT OF    |                                                   |
| PERFORMANCE,     |                                                   |
| SKILLS AND       |                                                   |
| POTENTIAL**      |                                                   |
+------------------+---------------------------------------------------+
| 7a. Rating       | The Rating Official will write an assessment of   |
| Official's       | the employee's performance, skills and potential. |
| Statement on     | The Rating Official evaluates the employee's      |
| Employee's       | performance against the current work objectives,  |
| Performance,     | performance measures and skill standards within   |
| Skills and       | his or her class. The Rating Official will use    |
| Potential        | the employee's self-assessment, 360 information   |
|                  | and Appraisal Input Forms (as appropriate), along |
| 7a. Rating       | with his/her own direct observation to prepare    |
| Official's       | the AEF. The following is a list of important     |
| Statement on     | tips on writing the assessment:                   |
| Employee's       |                                                   |
| Performance,     | -   **General Tips**                              |
| Skills and       |                                                   |
| Potential        | ```{=html}                                        |
|                  | <!-- -->                                          |
| \[continued\]    | ```                                               |
|                  | -   AEFs are about performance, not misconduct.   |
|                  |                                                   |
|                  | -   Report only accomplishments within the        |
|                  |     evaluation period.                            |
|                  |                                                   |
|                  | -   Proofread draft AEFs to eliminate "typos",    |
|                  |     grammar and editing errors.                   |
|                  |                                                   |
|                  | -   Do not rush the AEF process; stick to the     |
|                  |     established schedule.                         |
|                  |                                                   |
|                  | ```{=html}                                        |
|                  | <!-- -->                                          |
|                  | ```                                               |
|                  | -   **Inadmissible Comments**                     |
|                  |                                                   |
|                  | ```{=html}                                        |
|                  | <!-- -->                                          |
|                  | ```                                               |
|                  | -   Inadmissible comments are not authorized on   |
|                  |     the AEF.                                      |
|                  |                                                   |
|                  | -   AC has the authority to strike out any        |
|                  |     inadmissible comments.                        |
|                  |                                                   |
|                  | -   Examples of inadmissible comments include     |
|                  |     reference to an employee's race, religion,    |
|                  |     sex, national origin, political affiliation,  |
|                  |     age, sexual orientation, method of entry into |
|                  |     the Agency, retirement plans or medical       |
|                  |     condition (including pregnancy) or            |
|                  |     disability.                                   |
|                  |                                                   |
|                  | -   Do not refer to the results of a grievance,   |
|                  |     equal employment opportunity or other         |
|                  |     proceedings.                                  |
|                  |                                                   |
|                  | -   Do not make reference to conduct issues       |
|                  |     unless it directly affects performance.       |
|                  |                                                   |
|                  | -   Reference to an employee's leave record is    |
|                  |     only admissible in cases of unauthorized      |
|                  |     absences that affect performance.             |
|                  |                                                   |
|                  | ```{=html}                                        |
|                  | <!-- -->                                          |
|                  | ```                                               |
|                  | -   **Work Objectives and Performance Measures**  |
|                  |                                                   |
|                  | ```{=html}                                        |
|                  | <!-- -->                                          |
|                  | ```                                               |
|                  | -   Describe what the employee did, how he/she    |
|                  |     did it and what difference it made.           |
|                  |                                                   |
|                  | -   If the work objective is a Mission or         |
|                  |     unit-wide objective, clearly articulate the   |
|                  |     employee's individual accomplishments.        |
|                  |                                                   |
|                  | -   State the employee's accomplishment on the    |
|                  |     work objectives in terms of the performance   |
|                  |     measures.                                     |
|                  |                                                   |
|                  | -   Remember, FS employees are ranked against     |
|                  |     their peers; specify the employee's           |
|                  |     accomplishments and performance that          |
|                  |     distinguish him/her from his/her peers.       |
|                  |                                                   |
|                  | ```{=html}                                        |
|                  | <!-- -->                                          |
|                  | ```                                               |
|                  | -   **Role in the Organization -- (Section 4)**   |
|                  |                                                   |
|                  | ```{=html}                                        |
|                  | <!-- -->                                          |
|                  | ```                                               |
|                  | -   Describe the employee's role in the           |
|                  |     organization by specifying unique features of |
|                  |     the organizational setting, resources         |
|                  |     managed, e.g. personnel, financial, budgets,  |
|                  |     acquisition and assistance instruments or     |
|                  |     physical assets and continuing                |
|                  |     responsibilities within the operating unit.   |
|                  |                                                   |
|                  | -   Specify dollar amounts of any resources       |
|                  |     managed and numbers of any personnel managed. |
|                  |                                                   |
|                  | ```{=html}                                        |
|                  | <!-- -->                                          |
|                  | ```                                               |
|                  | -   **FS Skill Standards and Potential**          |
|                  |                                                   |
|                  | ```{=html}                                        |
|                  | <!-- -->                                          |
|                  | ```                                               |
|                  | -   Do not make recommendations for promotion or  |
|                  |     tenure.                                       |
|                  |                                                   |
|                  | ```{=html}                                        |
|                  | <!-- -->                                          |
|                  | ```                                               |
|                  | -   Read the FS Skills Matrix to be aware of      |
|                  |     skill areas in relation to an employee's      |
|                  |     rank/grade.                                   |
|                  |                                                   |
|                  | -   Address all four FS skill areas in relation   |
|                  |     to the employee's rank/grade; the specific    |
|                  |     skill area needs to be clearly stated and not |
|                  |     left up to the AC or FS Performance Boards to |
|                  |     infer.                                        |
|                  |                                                   |
|                  | -   At least one sub-skill in each of the four    |
|                  |     skill areas must be addressed in the AEF.     |
|                  |                                                   |
|                  | -   Use 360 quotes effectively; quotes are to add |
|                  |     credibility, not substitute for content; when |
|                  |     using quotes in the AEF, indicate the         |
|                  |     person's role within the operating unit       |
|                  |     without naming the individual.                |
|                  |                                                   |
|                  | -   Highlight the employee's abilities to make an |
|                  |     impact broader than the unit's strategic      |
|                  |     objectives.                                   |
|                  |                                                   |
|                  | -   Capture an employee's willingness to be       |
|                  |     innovative, volunteer for non-traditional or  |
|                  |     hardship assignments and/or take calculated   |
|                  |     risks.                                        |
|                  |                                                   |
|                  | -   Highlight one sub-skill area at the next      |
|                  |     higher level for the employee to develop      |
|                  |     further.                                      |
|                  |                                                   |
|                  | -   A summary statement on potential should be    |
|                  |     included.                                     |
|                  |                                                   |
|                  | For more information, see the EEP Guidebook,      |
|                  | Chapter V. Preparing & Completing the AEF.        |
+------------------+---------------------------------------------------+

**INSTRUCTIONS FOR THE USAID AEF -- FS -- Page 4**

+------------------+---------------------------------------------------+
| Name, SSN,       | Enter the information as entered on the first     |
| Evaluation       | page of the AEF.                                  |
| Period           |                                                   |
+------------------+---------------------------------------------------+
| **SECTION 7 --   |                                                   |
| ASSESSMENT OF    |                                                   |
| PERFORMANCE,     |                                                   |
| SKILLS AND       |                                                   |
| POTENTIAL -      |                                                   |
| CONTINUED**      |                                                   |
+------------------+---------------------------------------------------+
| 7b. 360 Input    | The Rating Official will check the appropriate    |
| Sources          | boxes for the 360 input sources used in           |
|                  | preparation of the AEF. For more information on   |
|                  | 360 assessments, see the EEP Guidebook, Chapter   |
|                  | V. Preparing & Completing the AEF.                |
+------------------+---------------------------------------------------+
| 7c. Additional   | For Controllers, Contract Officers and Legal      |
| Mandatory 360    | Advisors, the Rating Official will request 360    |
| Input Sources    | input from USAID/W Office of Financial            |
| for the          | Management, Procurement and General Counsel,      |
| Following        | respectively. The Rating Official will check the  |
| Backstops:       | appropriate box for 360 input received. If the    |
| Controllers,     | requested 360 input is not received, the Rating   |
| Contract         | Official will check the "Requested, But Not       |
| Officers and     | Received" box. For more information on additional |
| Legal Advisors   | mandatory 360 assessments, see the EEP Guidebook, |
| -- Only          | Chapter V. Preparing & Completing the AEF.        |
+------------------+---------------------------------------------------+
| 7d. Evaluation   | For each work objective, the Rating Official will |
| of Work          | check the appropriate box based on whether the    |
| Objectives       | employee "Met" or "Not Met" the work objective.   |
|                  | If the employee has less than three work          |
| \[whether the    | objectives, the Rating Official will check the    |
| employee "Met"   | "N/A" box for remaining unused objectives. As a   |
| or "Not Met" the | rule of thumb, if the employee achieved the       |
| work objective\] | performance measures, he/she "met" the work       |
|                  | objective.                                        |
+------------------+---------------------------------------------------+
| **SECTION 8 --   |                                                   |
| APPRAISAL        |                                                   |
| COMMITTEE        |                                                   |
| MEMBERS &        |                                                   |
| COMMENTS**       |                                                   |
+------------------+---------------------------------------------------+
| 8a. Appraisal    | Enter names of those AC Committee members who     |
| Committee Names  | reviewed the final AEF (Last Name, First Name,    |
|                  | and Middle Initial).                              |
+------------------+---------------------------------------------------+
| 8b. Appraisal    | If the Rating Official does not accept the AC's   |
| Committee        | recommended changes to the AEF, the AC may        |
| Comments         | document its recommended changes in the space     |
|                  | provided.                                         |
+------------------+---------------------------------------------------+

**INSTRUCTIONS FOR THE USAID EMPLOYEE STATEMENT**

**FOREIGN SERVICE**

  ------------------ ----------------------------------------------------
  **EMPLOYEE         
  STATEMENT**        

  a\. Name           Employee enters his/her name -- Last Name, First
                     Name and Middle Initial.

  b\. SSN            Employee enters his/her social security number, e.g.
                     6789.

  c\. Rank/Step      Employee enters his/her rank and step, e.g. FS-02/3.

  d\. Post/USAID     Employee enters his/her location or place of work,
  Office             e.g. for an overseas employee in Cairo, enter Cairo.
                     For a USAID/W employee in the Bureau of Management,
                     Office of Human Resources, Personnel Division, enter
                     M/HR/POD.

  e\. Backstop       Employee enters his/her FS backstop code, e.g. 10
                     for Agricultural Officer.

  f\. Employee       Employees are highly encouraged to complete an
  Statement          Employee Statement. The Employee Statement gives the
                     employee an opportunity to respond to his/her final
                     AEF. The employee has 10 working days to complete
                     the statement and will submit it to the appropriate
                     Administrative Management Services or Executive
                     Officer. For more information on preparing the
                     Employee Statement, see the EEP Guidebook, Chapter
                     V. Preparing & Completing the AEF.

  g\. Employee       Employee signs and dates the statement.
  Signature          
  ------------------ ----------------------------------------------------