![](media/image1.png){width="0.8in" height="0.6625in"}

  ------------------ ------- ------- ------- ------- -------- ------------ ------- ------- ----------- -------- ----------
  **Employee**                                                **Title**                                         

  **Organization**                                            **Center**                                        

  **Appraisal                                **to             **If other,                              **to**        
  Period: May 1,**                           April            from**                                            
                                             30,**                                                              
  ------------------ ------- ------- ------- ------- -------- ------------ ------- ------- ----------- -------- ----------

  -----------------------------------------------------------------------
  **Performance Plan Development**

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

Performance requirements for the above period have been established,
discussed with, and provided to the employee.

Employee's Signature
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
Date \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

Rating Official's Name and Signature
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
Date \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

  -----------------------------------------------------------------------
  **Progress Review**

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

A minimum of one progress review must be conducted during the appraisal
period, generally mid-point in the period. If performance requirements
have changed, the plan should be modified accordingly.

A Progress Review has been conducted by the Rating Official with the
employee.

Employee's Signature
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
Date \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

Rating Official's Signature
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
Date \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

  -----------------------------------------------------------------------
  **Development Discussion(s)**

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

Both the progress review and the end of the appraisal period discussion
provide opportunities to discuss an employee's training and development
needs; such a discussion may be initiated by either the Rating Official
or the employee.

Employee's Signature
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
Date \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

Rating Official's Signature
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
Date \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

Individual Development Plan (IDP) offered. Yes No *(Note: The offer of
an IDP is optional unless required by Center policy.)*

Employee's Initials/Date
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
Rating Official's Initials/Date
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

  -----------------------------------------------------------------------
  **Performance Appraisal -- Performance Summary Rating Level**

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

RATING OF RECORD *(A Rating of Record must be supported by the narrative
summary.)*

[DISTINGUISHED](#Distinguished) [ACCOMPLISHE](#Meets2)D [FULLY](#Fails2)
SUCCESSFUL NEEDS IMPROVEMENT UNACCEPTABLE

Rating Official's Signature
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
Date \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

*(A performance summary rating of Distinguished, Needs Improvement, or
Unacceptable must be reviewed and approved by a higher-level official.)*

Reviewing Official's Signature
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
Date \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

  -----------------------------------------------------------------------
  **Acknowledgment**

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

I acknowledge receipt of this rating; however, my signature on this form
does not imply agreement or disagreement with the rating received. I may
request reconsideration of the rating within 15 calendar days.

Employee's Signature
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
Date \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

I request reconsideration. Employee's Signature
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
Date \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

  -----------------------------------------------------------------------
  **Disposition of Form:** *This form is subject to the provisions of the
  Privacy Act. The original signed form must be retained in the Employee
  Performance File for 4 years.*

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

**NASA FORM 1763** MAR 07 Page 1 of 8

**EPCS Performance Planning and
Appraisal**![](media/image2.wmf){width="0.6638888888888889in"
height="0.6548611111111111in"}

**Instructions, Requirements, and Guidelines**

**[OVERVIEW]{.underline}** - The NASA Employee Performance Communication
System (EPCS) establishes a systematic process for planning, monitoring,
developing, assessing, and rewarding employee performance that
contributes to achieving the Agency\'s Vision, mission, and goals. The
EPCS ensures alignment with the Agency\'s goals, promotes a performance
culture that focuses on two-way communication and accountability for
results, and clearly differentiates between high and low performers.

**[PERFORMANCE PLANNING]{.underline}** - The Rating Official (usually
the immediate supervisor) must meet with the employee to discuss the
performance requirements for the appraisal period and give the employee
an opportunity to provide input to his/her performance plan. Each plan
must identify at least one critical element - a
Program/Project/Functional Objective element specific to the position. A
critical element is a work assignment or responsibility of such
importance that unacceptable performance in that element would result in
a determination that an employee\'s overall performance summary rating
is Unacceptable \[5 CFR 430.203\]. The required performance elements and
any additional element(s) identified at the discretion of the Rating
Official may be either critical or non-critical elements as determined
by the Rating Official based on the employee's work assignments and
responsibilities. A non-critical element is a dimension or aspect of
individual, team, or organizational performance, exclusive of a critical
element, that is used in assigning a performance summary rating level.
Failure on a non-critical element cannot be used as a basis for a
performance-based adverse action nor can the employee\'s performance be
summarized as \"Unacceptable\" overall based on that failure \[5 CFR
430.203\]; however, non-critical does not mean not important.
Performance standards must be written at the Meets Expectations
performance level. Both the Rating Official and the employee must sign
the plan.

**[Program/Project/Functional Objective]{.underline}** -The primary work
assignment or responsibility of the employee that supports the
achievement of an Agency strategic goal(s) should be identified as the
Program/Project/Functional Objective and will be the critical element
that holds an employee accountable for achieving measurable results.
This objective must address the following:

**[Alignment]{.underline}** - In accordance with Figure 4.3.2-1 of NPD
1000, Strategic Management and Governance Handbook, the employee\'s
performance plan must show the linkage to projects up through the
Agency\'s strategic goals/objectives (i.e., individual performance plan
projects programs annual performance goals performance outcomes
strategic goals/objectives). Therefore, the plan must identify at least
one annual performance goal (APG) and/or organizational performance goal
related to the APG to which the employee will contribute. The goal(s)
should follow the performance plans of the chain of authority within the
organization (i.e., from senior executive to manager to supervisor to
employee). Alignment should be obvious; however, it is the
responsibility of the Rating Official to ensure that the employee
understands how his/her performance supports the achievement of the
Agency\'s goals/objectives.

**[Measurable Results]{.underline}** - Performance standards are
statements of performance thresholds, requirements, or expectations
written at the Meets Expectations performance level, commensurate with
the knowledge and skills required for the position. Standards
communicate what an employee has to do or achieve to meet the
performance element. Performance standards should be described in terms
of clear, credible measures of performance and identify the expected
results/accomplishments (not activities or tasks). General measures of
performance are:

> *Quality* - How well work is performed and/or how accurate or how
> effective the service or final product is.
>
> *Quantity* - How much work is produced (can be expressed as an error
> rate, such as a number or percentage of errors allowable per unit of
> work).
>
> *Timeliness* - How quickly, when, or by what date the work is
> produced; however, a timeliness measure must not be absolute leaving
> no margin for error.
>
> *Cost-effectiveness* - Dollar savings to the Government or working
> within a budget (may include such aspects as maintaining or
>
> reducing costs, reducing time it takes to produce a product or
> service, or reducing waste).

These general measures of performance must be further defined and must
be **SMART**:

> **S**pecific - What is being measured (i.e., the expected result) is
> easily understood.
>
> **M**easurable - A target can be established; data to support the
> metric is available and quantifiable.
>
> **A**ggressive yet Achievable - The target, established at the Meets
> Expectations rating level, is challenging and significant but not so
> challenging that it is not really achievable.
>
> **R**esults oriented - Identifies the expected accomplishments (a
> product or service) described as a noun (not an activity or task
>
> described as a verb).
>
> **T**ime based - Identifies a specific time frame for the achievement
> of the target.

**[Required Elements]{.underline}** - The performance standards
identified may need to be modified to more accurately reflect the
performance requirements of the employee. Additional performance
standards may, also, be identified. If possible, standards should be
described in terms of clear, credible measures of performance and
identify the expected results/accomplishments and/or behaviors. Both the
supervisor and employee may suggest additional or alternative
performance standards. As stated in Performance Planning above, these
elements may be critical or non-critical depending on the employee's
work assignments and responsibilities.

**NASA FORM 1763** MAR 07 Page 2 of 8

**EPCS Performance Planning and
Appraisal**![](media/image2.wmf){width="0.6638888888888889in"
height="0.6548611111111111in"}

**Instructions, Requirements, and Guidelines**

**[PROGRESS REVIEW]{.underline}** - At a minimum, one progress review
must be conducted during the appraisal period, generally midpoint in the
period; however, a progress review may be initiated at any time during
the appraisal period by either the Rating Official or the employee. The
primary purpose of the review is to discuss the employee\'s performance
to date; provide feedback on his/her progress in accomplishing the
performance requirements described in the performance plan; and provide,
when necessary, advice and assistance on how to improve his/her
performance. If necessary, the performance plan should be annotated to
document any new performance requirements or changes to existing
performance requirements at this time. The Rating Official must offer
the employee an opportunity to provide input on his/her accomplishments
for the progress review. Both the Rating Official and the employee must
sign the plan to indicate that the review was held.

**[DEVELOPMENT DISCUSSION]{.underline}** - Both the progress review and
the end of the appraisal period discussion provide opportunities to
discuss an employee\'s training and development needs; such a discussion
may be initiated by either the Rating Official or the employee.

**[PERFORMANCE ASSESSMENT]{.underline}** - At the end of the appraisal
period, the Rating Official must meet with the employee to discuss both
the employee\'s accomplishments and the organization\'s achievements.
The Rating Official must offer the employee an opportunity and strongly
encourage the employee to identify specific accomplishments and results;
if provided, the employee\'s input must be retained as part of the
appraisal documentation. In assessing the employee\'s performance, the
Rating Official must consider the overall organization\'s performance
taking into account the results achieved in the organization\'s senior
executive\'s mission-related or functional area of responsibility as
evidenced by the Agency\'s annual Performance and Accountability Report,
Program Assessment Rating Tool (PART) ratings, and/or other
assessments/reports. An additional performance element should be left
unrated (i.e., Not Rated) only if the employee has had an insufficient
opportunity to demonstrate performance on the element; in such cases,
this must be documented on the appraisal form. The plan must be signed
by both the Rating Official and the employee to indicate the appraisal
was held.

**[RATING LEVEL DEFINITIONS]{.underline}**

**[Performance Element Rating Levels]{.underline}**

SIGNIFICANTLY EXCEEDS EXPECTATIONS - Performance that consistently
exceeds the performance standards to an exceptional degree.

EXCEEDS EXPECTATIONS - Performance that consistently exceeds the
performance standards to a high degree.

MEETS EXPECTATIONS - Performance that fully and consistently meets the
performance standards.

NEEDS IMPROVEMENT - Performance that does not fully meet the performance
standards.

FAILS TO MEET EXPECTATIONS - Performance that fails to meet the
established performance standards.

**[Performance Summary Rating Levels]{.underline}**

DISTINGUISHED (Level 5) - Performance when all elements are rated
\"Significantly Exceeds Expectations.\"

ACCOMPLISHED (Level 4) - Performance when all elements are rated no
lower than \"Exceeds Expectations.\"

FULLY SUCCESSFUL (Level 3) - Performance when no element is rated below
\"Meets Expectations.\"

NEEDS IMPROVEMENT (Level 2) - Performance when any element is rated
below \"Meets Expectations.\"

UNACCEPTABLE (Level 1) - Performance when any critical element is rated
\"Fails to Meet Expectations.\"

The performance summary rating level assigned at the end of the
appraisal period (i.e., Rating of Record) must be supported by the
narrative summary. A performance summary rating of Distinguished, Needs
Improvement, or Unacceptable must be reviewed and approved by a
higher-level official.

**[PERFORMANCE AWARD ELIGIBILITY]{.underline}** - An employee who
receives a performance summary rating of \"Distinguished\" is eligible
for monetary performance awards, non-monetary recognition, and/or a
quality step increase \[5 CFR 531.504\]. An employee who receives a
performance summary rating of \"Accomplished\" or \"Fully Successful\"
is eligible for monetary awards and non-monetary recognition based on
performance. An employee who receives a \"Needs Improvement\" or
\"Unacceptable\" performance summary rating is not eligible for monetary
or non-monetary awards based on performance. An award and/or recognition
bestowed on an employee must be commensurate with the level of his/her
performance, responsibility, and progress toward the achievement of the
Agency\'s/organization\'s goals and objectives and relative to the
performance of other employees in the organization. The process for
determining the level of award and recognition must be fair, consistent,
and transparent to others.

**NASA FORM 1763** MAR 07 Page 3 of 8

  -------------- ------------------------------ ---------- ----------- -------- -----------
  **Employee**                                  **From**               **To**        

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

![](media/image1.png){width="0.8in" height="0.6625984251968504in"}

+-----------------------------------------------------------------------+
| In the accomplishment of the performance elements and standards       |
| below, the employee shall abide by NASA's values of Safety, Teamwork, |
| Integrity, and Mission Success.                                       |
+-----------------------------------------------------------------------+
| In accordance with NPD 1000, Strategic Management and Governance      |
| Handbook, the employee\'s performance plan must show the linkage to   |
| projects up through the Agency\'s strategic goals/objectives (i.e.,   |
| individual performance plan projects programs annual performance      |
| goals performance outcomes strategic goals/objectives). Identify at   |
| least one annual performance goal (APG) and/or organizational         |
| performance goal related to the APG to which the employee will        |
| contribute. The goal(s) should follow the performance plans of the    |
| chain of authority within the organization (i.e., from senior         |
| executive to manager to supervisor to employee). *(See Alignment      |
| under Performance Planning in Instructions, Requirements, and         |
| Guidelines.):*                                                        |
|                                                                       |
|                                                                       |
+-----------------------------------------------------------------------+
| **1. PROGRAM/PROJECT/FUNCTIONAL OBJECTIVE** *(Insert the primary work |
| assignment or responsibility of the employee that supports the        |
| achievement of the goal(s)/objective(s) above per instructions.)*     |
|                                                                       |
|                                                                       |
+-----------------------------------------------------------------------+
| **Performance Standards** *(Identify in sufficient detail (i.e.,      |
| number of standards), the expected results defined by credible        |
| measures):*                                                           |
|                                                                       |
|                                                                       |
+-----------------------------------------------------------------------+
| **COMMENTS:**                                                         |
|                                                                       |
|                                                                       |
+-----------------------------------------------------------------------+
| **PROGRAM/PROJECT/FUNCTIONAL OBJECTIVE RATING:**                      |
|                                                                       |
| [SIGNIFICANTLY](#Distinguished) EXCEEDS EXPECTATIONS [EXCEEDS         |
| EXPECTATIONS](#Meets2) [MEETS EXPECTATIONS](#Fails2)                  |
|                                                                       |
| NEEDS IMPROVEMENT [FAILS](#Meets2) TO MEET EXPECTATIONS               |
+-----------------------------------------------------------------------+

**NASA FORM 1763** MAR 07 Page 4 of 8

  -------------- ----------------------------- ---------- ----------- -------- -----------
  **Employee**                                 **From**               **To**        

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

![](media/image1.png){width="0.8in" height="0.6625984251968504in"}

+-----------------------------------------------------------------------+
| **2. COLLABORATION AND TEAMWORK**                                     |
|                                                                       |
| **CRITICAL** **NON CRITICAL**                                         |
+-----------------------------------------------------------------------+
| **Performance Standards:**                                            |
|                                                                       |
| -   When possible, identifies opportunities to collaborate and work   |
|     with others in other Center organizations, at other NASA Centers, |
|     and/or with external organizations.                               |
|                                                                       |
| -   Knowledge of best practices and lessons learned are, to the       |
|     extent possible, shared with others.                              |
|                                                                       |
| -   Working relationships with his/her supervisor, co-workers, and    |
|     others are cooperative and respectful.                            |
+-----------------------------------------------------------------------+
| **COMMENTS**:                                                         |
|                                                                       |
|                                                                       |
+-----------------------------------------------------------------------+
| **COLLABORATION AND TEAMWORK RATING:**                                |
|                                                                       |
| [SIGNIFICANTLY](#Distinguished) EXCEEDS EXPECTATIONS [EXCEEDS         |
| EXPECTATIONS](#Meets2) [MEETS EXPECTATIONS](#Fails2)                  |
|                                                                       |
| NEEDS IMPROVEMENT [FAILS](#Meets2) TO MEET EXPECTATIONS               |
| [NOT](#Fails2) RATED                                                  |
+-----------------------------------------------------------------------+
| **3. COMMUNICATIONS**                                                 |
|                                                                       |
| **CRITICAL** **NON CRITICAL**                                         |
+-----------------------------------------------------------------------+
| **Performance Standards:**                                            |
|                                                                       |
| -   Oral and written communications are open and honest, yet aware of |
|     and sensitive to individual and cultural differences of the       |
|     audience.                                                         |
|                                                                       |
| -   Information is usually accurate and effectively presented (e.g.,  |
|     presented in a clear, concise, and well-organized manner).        |
|                                                                       |
| -   Written materials generally follow NASA's prescribed standards    |
|     and style and are infrequently returned for substantial revision. |
|                                                                       |
| -   Oral communications are generally courteous (e.g., shows respect, |
|     listens well, and responds appropriately).                        |
+-----------------------------------------------------------------------+
| **COMMENTS:**                                                         |
|                                                                       |
|                                                                       |
+-----------------------------------------------------------------------+
| **COMMUNICATIONS RATING:**                                            |
|                                                                       |
| [SIGNIFICANTLY](#Distinguished) EXCEEDS EXPECTATIONS [EXCEEDS         |
| EXPECTATIONS](#Meets2) [MEETS EXPECTATIONS](#Fails2)                  |
|                                                                       |
| NEEDS IMPROVEMENT [FAILS](#Meets2) TO MEET EXPECTATIONS               |
| [NOT](#Fails2) RATED                                                  |
+-----------------------------------------------------------------------+

**NASA FORM 1763** MAR 07 Page 5 of 8

  -------------- ----------------------------- ---------- ----------- -------- -----------
  **Employee**                                 **From**               **To**        

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

![](media/image1.png){width="0.8in" height="0.6625984251968504in"}

+-----------------------------------------------------------------------+
| **4.      **                                                          |
|                                                                       |
| **CRITICAL** **NON CRITICAL**                                         |
+-----------------------------------------------------------------------+
| **Performance Standards:**                                            |
|                                                                       |
|                                                                       |
+-----------------------------------------------------------------------+
| **COMMENTS**:                                                         |
|                                                                       |
|                                                                       |
+-----------------------------------------------------------------------+
| **ELEMENT RATING:**                                                   |
|                                                                       |
| [SIGNIFICANTLY](#Distinguished) EXCEEDS EXPECTATIONS [EXCEEDS         |
| EXPECTATIONS](#Meets2) [MEETS EXPECTATIONS](#Fails2)                  |
|                                                                       |
| NEEDS IMPROVEMENT [FAILS](#Meets2) TO MEET EXPECTATIONS               |
| [NOT](#Fails2) RATED                                                  |
+-----------------------------------------------------------------------+
| **5.      **                                                          |
|                                                                       |
| **CRITICAL** **NON CRITICAL**                                         |
+-----------------------------------------------------------------------+
| **Performance Standards:**                                            |
|                                                                       |
|                                                                       |
+-----------------------------------------------------------------------+
| **COMMENTS:**                                                         |
|                                                                       |
|                                                                       |
+-----------------------------------------------------------------------+
| **ELEMENT RATING:**                                                   |
|                                                                       |
| [SIGNIFICANTLY](#Distinguished) EXCEEDS EXPECTATIONS [EXCEEDS         |
| EXPECTATIONS](#Meets2) [MEETS EXPECTATIONS](#Fails2)                  |
|                                                                       |
| NEEDS IMPROVEMENT [FAILS](#Meets2) TO MEET EXPECTATIONS               |
| [NOT](#Fails2) RATED                                                  |
+-----------------------------------------------------------------------+

**NASA FORM 1763** MAR 07 Page 6 of 8

  -------------- ----------------------------- ---------- ----------- -------- -----------
  **Employee**                                 **From**               **To**        

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

![](media/image1.png){width="0.8in" height="0.6625984251968504in"}

+-----------------------------------------------------------------------+
| **6.      **                                                          |
|                                                                       |
| **CRITICAL** **NON CRITICAL**                                         |
+-----------------------------------------------------------------------+
| **Performance Standards:**                                            |
|                                                                       |
|                                                                       |
+-----------------------------------------------------------------------+
| **COMMENTS**:                                                         |
|                                                                       |
|                                                                       |
+-----------------------------------------------------------------------+
| **ELEMENT RATING:**                                                   |
|                                                                       |
| [SIGNIFICANTLY](#Distinguished) EXCEEDS EXPECTATIONS [EXCEEDS         |
| EXPECTATIONS](#Meets2) [MEETS EXPECTATIONS](#Fails2)                  |
|                                                                       |
| NEEDS IMPROVEMENT [FAILS](#Meets2) TO MEET EXPECTATIONS               |
| [NOT](#Fails2) RATED                                                  |
+-----------------------------------------------------------------------+
| **7.      **                                                          |
|                                                                       |
| **CRITICAL** **NON CRITICAL**                                         |
+-----------------------------------------------------------------------+
| **Performance Standards:**                                            |
|                                                                       |
|                                                                       |
+-----------------------------------------------------------------------+
| **COMMENTS:**                                                         |
|                                                                       |
|                                                                       |
+-----------------------------------------------------------------------+
| **ELEMENT RATING:**                                                   |
|                                                                       |
| [SIGNIFICANTLY](#Distinguished) EXCEEDS EXPECTATIONS [EXCEEDS         |
| EXPECTATIONS](#Meets2) [MEETS EXPECTATIONS](#Fails2)                  |
|                                                                       |
| NEEDS IMPROVEMENT [FAILS](#Meets2) TO MEET EXPECTATIONS               |
| [NOT](#Fails2) RATED                                                  |
+-----------------------------------------------------------------------+

**NASA FORM 1763** MAR 07 Page 7 of 8

  -------------- ----------------------------- ---------- ----------- -------- -----------
  **Employee**                                 **From**               **To**        

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

![](media/image1.png){width="0.8in" height="0.6625984251968504in"}

+-----------------------------------------------------------------------+
| *(Summarize the employee's significant achievements and results for   |
| the appraisal period.)*                                               |
|                                                                       |
|                                                                       |
+-----------------------------------------------------------------------+

**NASA FORM 1763** MAR 07 Page 8 of 8