+------------------------+----------+-----------+---+---------+---------+
| **1. Name (Last,       | **Pay    | *         |   | **AP    |         |
| First, M.I.)**         | Plan,    | *Agency/D |   | PRAISAL |         |
|                        | Series,  | ivision** |   | P       |         |
| **Position Title**:    | Grade**  |           |   | ERIOD** |         |
|                        |          |           |   |         |         |
| Financial Technician   | GS       |           |   |         |         |
|                        | -0503-06 |           |   |         |         |
+------------------------+----------+-----------+---+---------+---------+
|                        |          |           |   | From    | To      |
|                        |          |           |   |         |         |
|                        |          |           |   | 04/01   | 03/31   |
+------------------------+----------+-----------+---+---------+---------+
| **2. PERFORMANCE       |          |           | \ |         |         |
| ELEMENT**              |          |           | [ |         |         |
|                        |          |           | X |         |         |
| **No**. 1 (Describe    |          |           | \ |         |         |
| below the duty or      |          |           | ] |         |         |
| responsibility for     |          |           | C |         |         |
| which the employee is  |          |           | R |         |         |
| accountable and        |          |           | I |         |         |
| responsible. Indicate  |          |           | T |         |         |
| if the element is      |          |           | I |         |         |
| critical or            |          |           | C |         |         |
| non-critical.)         |          |           | A |         |         |
|                        |          |           | L |         |         |
|                        |          |           |   |         |         |
|                        |          |           | \ |         |         |
|                        |          |           | [ |         |         |
|                        |          |           | \ |         |         |
|                        |          |           | ] |         |         |
|                        |          |           | N |         |         |
|                        |          |           | O |         |         |
|                        |          |           | N |         |         |
|                        |          |           | C |         |         |
|                        |          |           | R |         |         |
|                        |          |           | I |         |         |
|                        |          |           | T |         |         |
|                        |          |           | I |         |         |
|                        |          |           | C |         |         |
|                        |          |           | A |         |         |
|                        |          |           | L |         |         |
+------------------------+----------+-----------+---+---------+---------+

Accounts Maintenance

[Alignment to Strategic Plan]{.underline}: This position contributes to
the accomplishment of "Management Goals" in the ARS Strategic Plan as
this position provides budget and fiscal advice and guidance, and
account management services for the Location. The performance elements
and standards in this performance plan reflect the specific results,
outcomes, and/or accomplishments expected.

  -----------------------------------------------------------------------
  **3. STANDARD** (Describe the level expected for \"Fully Successful\"
  performance. Include appropriate indicators of quality, quantity, cost
  efficiency, or timeliness, where applicable.)

  -----------------------------------------------------------------------

Uses the CRIS Allocation Tracking System (CATS), or other appropriate
approved system, to create, modify, maintain, track and report on base
and/or reimbursable accounts and subaccounts (both current and prior
year) for the location MU's in a timely manner. Reviews and inputs data
contained in approved financial plans within 5 days of receipt of notice
of allocation adjustment. Reviews and inputs commitment and obligation
documents based on data entry guidelines within 5 days of receipt.
Initiates modifications and corrections as appropriate supporting
documentation is received.

Reconciles CATS data to official accounting reports prior to the
development of status of funds reports. CATS obligation information
should reconcile to the official accounting information with a less than
\$10 variance. Status of funds reports are produced and provided to the
fund holders by the 25^th^ of each month. Demonstrates initiative in
actively searching for and identifying errors and potential problems,
and initiates corrective action; i.e., Transfer Vouchers (B2s), prior to
the end of the month.

Tracks all transactions by CRIS (or subaccount) and provides information
to fund holders by CRIS. When CRIS's terminate or a transfer of funds is
required across CRIS's, makes all modifications in CATS to reflect
transactions on the appropriate CRIS and works with the AO and ABFO to
ensure transfers are made between CRIS as necessary. This is done within
30 days of the CRIS termination/replacement. At year-end, develops the
CRIS Activities Module report which reflects all resources dedicated to
each CRIS. Ensures this report is accurate and produced by the published
deadline.

Revises and updates estimates each month based on most recent
information. Researches transactions that have remained on the "pending"
listing for an extended time (2-3 months) and works with the appropriate
personnel to ensure that the transactions are appropriately captured in
the official accounting system. At year-end, ensures that all
obligations are identified and captured into year-end accruals in the
official accounting system prior to the close of the fiscal year.

Responds to inquiries and advises fund holders on significant changes in
financial plans, conditions, etc. Analyzes trends and develops
projection forecasts for recurring charges.

Supports the location management team with the development of the Annual
Resource Management Plans. Develops budget forecasts and overhead cost
distribution methods and spreadsheets. Validates budgetary guidelines
for the year. Provides information on repair and maintenance as well as
operations and maintenance costs. Provides fund holder with data to be
used in the budget preparation process.

At a minimum of twice a year, reviews unliquidated obligations for all
open fiscal years (current and previous 5) to ensure the open
obligations are still valid. Works with appropriate personnel
(purchasing agent, vendor) to take appropriate action to either
liquidate or de-obligate the transaction.

Monitors all soft fund accounts (reimbursable, Trust, CRADA, etc.) to
ensure that obligations do not exceed authority. If this occurs, works
with the fund holder to rectify the situation within 2 weeks. Works with
the ABFO to ensure that, if funds are to be carried forward to a new
fiscal year, the appropriate funding value is identified. Ultimately,
the amounts of expenses, obligations and authority should all equal.
When this occurs, works with the ABFO to close the account(s).

Maintains files, worksheets, and correspondence to support
reconciliation in accordance with agency and location requirements.
Files are maintained in a manner that allows supervisors easy access to
documents.

+------------------------+--------+---+---+------+---+---------+-------+---+
| **4. CERTIFICATION OF  |        |   |   |      |   |         |       |   |
| DEVELOPMENT AND        |        |   |   |      |   |         |       |   |
| RECEIPT OF PLAN**      |        |   |   |      |   |         |       |   |
|                        |        |   |   |      |   |         |       |   |
| Signatures certify     |        |   |   |      |   |         |       |   |
| discussion with the    |        |   |   |      |   |         |       |   |
| employee and receipt   |        |   |   |      |   |         |       |   |
| of plan which reflects |        |   |   |      |   |         |       |   |
| current position       |        |   |   |      |   |         |       |   |
| description.           |        |   |   |      |   |         |       |   |
+------------------------+--------+---+---+------+---+---------+-------+---+
| Employee's Signature   |        |   |   | Date |   |         |       |   |
+------------------------+--------+---+---+------+---+---------+-------+---+
| Supervisor's Signature |        |   |   | Date |   |         |       |   |
+------------------------+--------+---+---+------+---+---------+-------+---+
| Reviewer's Signature   |        |   |   | Date |   |         |       |   |
+------------------------+--------+---+---+------+---+---------+-------+---+
| **5. PROGRESS          |        |   |   |      |   |         |       |   |
| REVIEWS** (at least    |        |   |   |      |   |         |       |   |
| one must be completed) |        |   |   |      |   |         |       |   |
+------------------------+--------+---+---+------+---+---------+-------+---+
| Employee's Initials    |        | S |   |      |   |         |       |   |
| and Date               |        | u |   |      |   |         |       |   |
|                        |        | p |   |      |   |         |       |   |
|                        |        | e |   |      |   |         |       |   |
|                        |        | r |   |      |   |         |       |   |
|                        |        | v |   |      |   |         |       |   |
|                        |        | i |   |      |   |         |       |   |
|                        |        | s |   |      |   |         |       |   |
|                        |        | o |   |      |   |         |       |   |
|                        |        | r |   |      |   |         |       |   |
|                        |        | ' |   |      |   |         |       |   |
|                        |        | s |   |      |   |         |       |   |
|                        |        | I |   |      |   |         |       |   |
|                        |        | n |   |      |   |         |       |   |
|                        |        | i |   |      |   |         |       |   |
|                        |        | t |   |      |   |         |       |   |
|                        |        | i |   |      |   |         |       |   |
|                        |        | a |   |      |   |         |       |   |
|                        |        | l |   |      |   |         |       |   |
|                        |        | s |   |      |   |         |       |   |
|                        |        | a |   |      |   |         |       |   |
|                        |        | n |   |      |   |         |       |   |
|                        |        | d |   |      |   |         |       |   |
|                        |        | D |   |      |   |         |       |   |
|                        |        | a |   |      |   |         |       |   |
|                        |        | t |   |      |   |         |       |   |
|                        |        | e |   |      |   |         |       |   |
|                        |        | s |   |      |   |         |       |   |
+------------------------+--------+---+---+------+---+---------+-------+---+
| **1. Name (Last,       | **Pay  |   | * |      |   | **AP    |       |   |
| First, M.I.)**         | Plan,  |   | * |      |   | PRAISAL |       |   |
|                        | S      |   | A |      |   | P       |       |   |
| **Position Title**:    | eries, |   | g |      |   | ERIOD** |       |   |
|                        | G      |   | e |      |   |         |       |   |
| Financial Technician   | rade** |   | n |      |   |         |       |   |
|                        |        |   | c |      |   |         |       |   |
|                        | GS-0   |   | y |      |   |         |       |   |
|                        | 503-06 |   | / |      |   |         |       |   |
|                        |        |   | D |      |   |         |       |   |
|                        |        |   | i |      |   |         |       |   |
|                        |        |   | v |      |   |         |       |   |
|                        |        |   | i |      |   |         |       |   |
|                        |        |   | s |      |   |         |       |   |
|                        |        |   | i |      |   |         |       |   |
|                        |        |   | o |      |   |         |       |   |
|                        |        |   | n |      |   |         |       |   |
|                        |        |   | * |      |   |         |       |   |
|                        |        |   | * |      |   |         |       |   |
+------------------------+--------+---+---+------+---+---------+-------+---+
|                        |        |   |   |      |   | From    | To    |   |
|                        |        |   |   |      |   |         |       |   |
|                        |        |   |   |      |   | 04/01   | 03/31 |   |
+------------------------+--------+---+---+------+---+---------+-------+---+
| **2. PERFORMANCE       |        |   |   |      | \ |         |       |   |
| ELEMENT**              |        |   |   |      | [ |         |       |   |
|                        |        |   |   |      | X |         |       |   |
| **No**. 2 (Describe    |        |   |   |      | \ |         |       |   |
| below the duty or      |        |   |   |      | ] |         |       |   |
| responsibility for     |        |   |   |      | C |         |       |   |
| which the employee is  |        |   |   |      | R |         |       |   |
| accountable and        |        |   |   |      | I |         |       |   |
| responsible. Indicate  |        |   |   |      | T |         |       |   |
| if the element is      |        |   |   |      | I |         |       |   |
| critical or            |        |   |   |      | C |         |       |   |
| non-critical.)         |        |   |   |      | A |         |       |   |
|                        |        |   |   |      | L |         |       |   |
|                        |        |   |   |      |   |         |       |   |
|                        |        |   |   |      | \ |         |       |   |
|                        |        |   |   |      | [ |         |       |   |
|                        |        |   |   |      | \ |         |       |   |
|                        |        |   |   |      | ] |         |       |   |
|                        |        |   |   |      | N |         |       |   |
|                        |        |   |   |      | O |         |       |   |
|                        |        |   |   |      | N |         |       |   |
|                        |        |   |   |      | C |         |       |   |
|                        |        |   |   |      | R |         |       |   |
|                        |        |   |   |      | I |         |       |   |
|                        |        |   |   |      | T |         |       |   |
|                        |        |   |   |      | I |         |       |   |
|                        |        |   |   |      | C |         |       |   |
|                        |        |   |   |      | A |         |       |   |
|                        |        |   |   |      | L |         |       |   |
+------------------------+--------+---+---+------+---+---------+-------+---+

Salary Maintenance

  -----------------------------------------------------------------------
  **3. STANDARD** (Describe the level expected for \"Fully Successful\"
  performance. Include appropriate indicators of quality, quantity, cost
  efficiency, or timeliness, where applicable.)

  -----------------------------------------------------------------------

Uses the Salary Management System (SAMS) to create, modify, maintain,
track and report on location salary information for base and/or
reimbursable accounts and subaccounts (both current and prior year) for
the location MU's in a timely manner. Reviews and inputs data contained
in approved financial plans within 5 days of receipt of notice of
allocation adjustment. Reviews and inputs commitment and obligation
information upon receipt of documentation (i.e., award forms, SF-52's,
lump sum leave requests, etc.) as well as the FFIS payroll detail
listing (PDL) reports.

Reconciles SAMS data to official accounting reports prior to the
development of status of funds reports. SAMS obligation information
should reconcile to the official accounting information with a less than
\$10 variance. Using the most current and up-to-date information and
incorporating known changes (i.e., WGI's), recalculates projected
salaries through the end of the fiscal year. Inputs SAMS actual and
projected data into CATS to be reflected on the status of funds reports
produced and provided to the fund holders by the 25^th^ of each month.
Demonstrates initiative in actively searching for and identifying errors
and potential problems, and initiates corrective action; i.e., Transfer
Vouchers (B2s), prior to the end of the month.

Tracks all salaries by CRIS (or subaccount) and provides information to
fund holders by CRIS. When CRIS's terminate or a transfer of funds is
required across CRIS's, makes all modifications in SAMS to reflect
transactions on the appropriate CRIS and works with the AO and ABFO to
ensure transfers are made between CRIS as necessary. This is done within
30 days of the CRIS termination/replacement.

Tracks salary lapse and develops periodic reports based on published
deadlines, tracking all adjustments and ensuring that the Agency's
salary lapse rules related to offsets are followed.

Using SAMS, projects salaries for the upcoming fiscal year, ensuring
that within grade increases, promotions, pay cost, and any other known
variables are incorporated. Checks the SAMS projections against manual
projections to ensure they are correct. Incorporates these projections
into ARMPS.

+------------------------+----------+-----------+---+---------+-------+---+
|                        |          |           |   |         |       |   |
+------------------------+----------+-----------+---+---------+-------+---+
| **1. Name (Last,       | **Pay    | *         |   | **AP    |       |   |
| First, M.I.)**         | Plan,    | *Agency/D |   | PRAISAL |       |   |
|                        | Series,  | ivision** |   | P       |       |   |
| **Position Title**:    | Grade**  |           |   | ERIOD** |       |   |
|                        |          |           |   |         |       |   |
| Financial Technician   | GS       |           |   |         |       |   |
|                        | -0503-06 |           |   |         |       |   |
+------------------------+----------+-----------+---+---------+-------+---+
|                        |          |           |   | From    | To    |   |
|                        |          |           |   |         |       |   |
|                        |          |           |   | 04/01   | 03/31 |   |
+------------------------+----------+-----------+---+---------+-------+---+
| **2. PERFORMANCE       |          |           | \ |         |       |   |
| ELEMENT**              |          |           | [ |         |       |   |
|                        |          |           | X |         |       |   |
| **No**. 3 (Describe    |          |           | \ |         |       |   |
| below the duty or      |          |           | ] |         |       |   |
| responsibility for     |          |           | C |         |       |   |
| which the employee is  |          |           | R |         |       |   |
| accountable and        |          |           | I |         |       |   |
| responsible. Indicate  |          |           | T |         |       |   |
| if the element is      |          |           | I |         |       |   |
| critical or            |          |           | C |         |       |   |
| non-critical.)         |          |           | A |         |       |   |
|                        |          |           | L |         |       |   |
|                        |          |           |   |         |       |   |
|                        |          |           | \ |         |       |   |
|                        |          |           | [ |         |       |   |
|                        |          |           | \ |         |       |   |
|                        |          |           | ] |         |       |   |
|                        |          |           | N |         |       |   |
|                        |          |           | O |         |       |   |
|                        |          |           | N |         |       |   |
|                        |          |           | C |         |       |   |
|                        |          |           | R |         |       |   |
|                        |          |           | I |         |       |   |
|                        |          |           | T |         |       |   |
|                        |          |           | I |         |       |   |
|                        |          |           | C |         |       |   |
|                        |          |           | A |         |       |   |
|                        |          |           | L |         |       |   |
+------------------------+----------+-----------+---+---------+-------+---+

Communications, Interpersonal Relations and Customer Service

  -----------------------------------------------------------------------
  **3. STANDARD** (Describe the level expected for \"Fully Successful\"
  performance. Include appropriate indicators of quality, quantity, cost
  efficiency, or timeliness, where applicable.)

  -----------------------------------------------------------------------

Interacts with staff internal and external to the location's
administrative office to promote customer service in the accomplishment
of financial management activities.

Establishes and maintains a cooperative, team spirit with co-workers.
The employee provides quality customer service by assisting others where
possible and striving to maintain good quality work relationships with
co-workers, fund holders, and location staff. Actively consults with
functional specialists within the Area Office and Headquarters. Meets
and deals with others and communicates program purpose and activities in
a manner which ensures equal access to programs and information.
Consistently demonstrates fairness, cooperation, and respect toward
coworkers, supervisors, and all internal and external customers.
Demonstrates respect for all employees\' civil rights in written and
oral communication and interpersonal relations contributing to a
productive and nondiscriminatory work environment. Participates on study
teams within location/Area and/or ARS to research, evaluate, and
recommend alternative ways to improve financial operations, such as
development of training materials on difficult financial applications,
salary lapse or various aspects of budgeting or financial policy; or
financial systems improvement.

Provides direct support to the supervisor and fund holders in the form
of written and oral advice, timely and thorough response to assigned
actions, and provides adequate counsel regarding their specific
functional assignments. Advice displays a good understanding of a
particular problem or concern, and the employee independently researches
the facts associated with the issue. Advice is generally unsolicited and
illustrates the employee\'s ability to plan in advance of problems or
advise superiors of ways and means to fend off potential situations or
problems. Completed work is well thought out and reflects an effective
application of the employee\'s technical skills. In addition to support
pertaining to the specific area of expertise, the employee willingly
strives to maintain fiscal operations resulting from turnover,
unexpected deadlines, and other unforeseen circumstances.

The employee communicates well with their supervisor, colleagues, and
location staff. The employee keeps the supervisor and management
apprised of both the problems and successes in their individual areas of
responsibility. Major difficulties that could preclude completing
assignments or problem areas that may jeopardize the unit's goals and
objectives are brought to the immediate attention of the supervisor.
However the employee is expected to resolve difficulties or rectify
routine problems.

+------------------------+----------+-----------+---+---------+---------+
| **1. Name (Last,       | **Pay    | *         |   | **AP    |         |
| First, M.I.)**         | Plan,    | *Agency/D |   | PRAISAL |         |
|                        | Series,  | ivision** |   | P       |         |
| **Position Title**:    | Grade**  |           |   | ERIOD** |         |
|                        |          |           |   |         |         |
| Financial Technician   | GS       |           |   |         |         |
|                        | -0503-06 |           |   |         |         |
+------------------------+----------+-----------+---+---------+---------+
|                        |          |           |   | From    | To      |
|                        |          |           |   |         |         |
|                        |          |           |   | 04/01   | 03/31   |
+------------------------+----------+-----------+---+---------+---------+
| **2. PERFORMANCE       |          |           | \ |         |         |
| ELEMENT**              |          |           | [ |         |         |
|                        |          |           | \ |         |         |
| **No**. 4 (Describe    |          |           | ] |         |         |
| below the duty or      |          |           | C |         |         |
| responsibility for     |          |           | R |         |         |
| which the employee is  |          |           | I |         |         |
| accountable and        |          |           | T |         |         |
| responsible. Indicate  |          |           | I |         |         |
| if the element is      |          |           | C |         |         |
| critical or            |          |           | A |         |         |
| non-critical.)         |          |           | L |         |         |
|                        |          |           |   |         |         |
|                        |          |           | \ |         |         |
|                        |          |           | [ |         |         |
|                        |          |           | X |         |         |
|                        |          |           | \ |         |         |
|                        |          |           | ] |         |         |
|                        |          |           | N |         |         |
|                        |          |           | O |         |         |
|                        |          |           | N |         |         |
|                        |          |           | C |         |         |
|                        |          |           | R |         |         |
|                        |          |           | I |         |         |
|                        |          |           | T |         |         |
|                        |          |           | I |         |         |
|                        |          |           | C |         |         |
|                        |          |           | A |         |         |
|                        |          |           | L |         |         |
+------------------------+----------+-----------+---+---------+---------+

Action Assignments and Special Projects

  -----------------------------------------------------------------------
  **3. STANDARD** (Describe the level expected for \"Fully Successful\"
  performance. Include appropriate indicators of quality, quantity, cost
  efficiency, or timeliness, where applicable.)

  -----------------------------------------------------------------------

Formal actions assigned are completed on time and deviations from
scheduled due dates are discussed and pre-approved by the supervisor
well before the action due date. The employee rarely, if ever, has an
\"eleventh hour\" surprise. Guidance provided by the supervisor is
general in nature, and the employee seeks additional guidance only for
clarification of major points or issues. Completed actions clearly
represent thorough, technically competent, and well, thought-out
responses. Written work requires little modification. Participates on
study teams within location/Area and/or ARS to research, evaluate, and
recommend alternative ways to improve financial operations, such as
development of training materials on difficult financial applications,
salary lapse or various aspects of budgeting or financial policy; or
financial systems improvement.

Normal assignments are not affected as a result of any additional work
associated with a special project.

.

  -----------------------------------------------------------------------

  -----------------------------------------------------------------------