# Presentation: 803860

## OCAO All-Hands Meeting

- June 27, 2007

## Agenda

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

## Opening Remarks

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

## “Comings and Goings”since last all-hands

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

**See “Comings and Goings” memo for more information.**

## “Comings and Goings”since last all-hands

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

**See “Comings and Goings” memo for more information.**

## Pay Demo Project

- For training and general information:
- http://www.wfm.noaa.gov/Powerpoint/perf-mgt-empl-2006.ppt
- http://www.wfm.noaa.gov/Powerpoint/demo_mgmt_training_2006.ppt
- CAO Pay Demo site: http://www.cao.noaa.gov/paydemo/
- CAO policies on performance plans, reviews and evaluations
- Links to WFM and DOC Pay Demo sites...good training resources, pay tables, etc.
- Upcoming dates and important information
- Salary approval process
- 5-Tier Plan information

## End of Year Performance Evaluation Process: Major Milestones

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

**NOTE: Dates are “NOT LATER THAN”**

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

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

**End of Year Performance Evaluation Process: Employee Guidance**

## End of Year Performance Evaluation Process: Employee Guidance

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

## Pay/Bonus Pools

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

## Pay Demo Appeal Rights

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

## End of Year Performance Evaluation Process: 5-Tier Processes

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