# Presentation: 891655

## Employee Performance Communication System

**Quick Summary of Program Changes**
**Karen Ridlon, OHCM, ODWRB**
**April 2007**

## Current vs. New

| Program Component | Current | New |
| --- | --- | --- |
| Appraisal cycle
(No Change) | May 1 – April  30

Implement performance plan by May 31 – OR within 30 days of the employee coming into the position.
 | May 1 – April 30

2007/2008 – Plans in place NLT August 1, 2007 
(Extension by HQs)
 |
| Minimum appraisal period
(No Change) |  90 days

 | 90 days

 |
| Element Style
(No change) | Results-oriented, cascading methodology | Results-oriented, cascading, linkage to program and project goals |

## Current vs. New

| Program Component | Current | New |
| --- | --- | --- |
| Standard Forms | NF 1726 – Supervisory Plan
NF 1727 -Employee Plan | NF-1762 – Supervisory Plan 
NF-1763 – Employee Plan

Located on the Langley Forms System 
OR

Government Forms Site at URL:  https://extranet.hq.nasa.gov/nef/user/form_search.cfm 

 |

## Current vs. New

| Program Component | Current | New |
| --- | --- | --- |
| Type of Elements
  (No Change) | Critical
Non-critical | Critical
Non-Critical  |
| Required Elements

Define standards at Meets level | Supervisory:
Program/Proj/Functional
Supervisory Competencies

Non-Supervisory:
Work Objectives
Collaboration & Teamwork
Communications
 | Supervisory: (No Change)
Both critical

Non-Supervisory:
Program/Project/Functional (critical)
Collaboration and Teamwork
Communications
 |

**Current vs. New**

## Current vs. New

| Program Component | Current | New |
| --- | --- | --- |
| Progress Review Certification
(Minimum of one review approximately mid-point) | First certification in December 2006 | Complete review by mid-Nov.  By November 30, Center will certify to HQ progress reviews held |
| Detail Supervisor input into performance assessment | Input provided, in writing, at the option of the Rating Official | Written input is required for assignments of 90 days or more. 

 |
| Element rating levels

 | 3-Levels
Significantly Exceeds
Meets/Exceeds
Fails to Meet

 | 5-Levels*
Significantly Exceeds 
  Expectations
Exceeds Expectations
Meets Expectations
Needs Improvement
Fails to Meet Expectations |

## Element Rating Definitions

**SIGNIFICANTLY**
**EXCEEDS**

- Performance that _consistently exceeds_ the performance standards to an _exceptional degree_ for the element.

**EXCEEDS**

- Performance that _consistently exceeds_ the performance standards to a _high degree_ for the element.

**MEETS**

- Performance that _fully and consistently meets_ the performance standards identified for the element.

**NEEDS **
**IMPROVEMENT**

- Performance that _does not fully meet_ the performance standards for the element.

**FAILS TO MEET**

- Performance that _fails to meet_ the established performance standards for the element.

## Current vs. New

| Program Component | Current | New |
| --- | --- | --- |
| Summary rating levels | 3-Levels
Distinguished
Meets/Exceeds
Fails to Meet | 5-Levels
Distinguished
Accomplished
Fully Successful
Needs Improvement
Unacceptable |
| Reviewing Official  | Approval required for:

Distinguished
Unacceptable | Approval required for:

Distinguished
Needs Improvement
Unacceptable |

## Summary Rating Definitions

**DISTINGUISHED**

- Performance when _all_ elements are rated
- Significantly Exceeds.

**ACCOMPLISHED**

- Performance when _all_ elements are rated no lower than Exceeds Expectations.

**FULLY SUCCESFUL**

- Performance when _no_ element is rated below Meets Expectations.

**NEEDS IMPROVEMENT**

- Performance when _any_ element is rated
- below Meets and no critical element is rated Fails to Meet.

**UNACCEPTABLE**

- Performance when _any critical_ element is rated Fails to Meet Expectations.

## Current vs. New

| Program Component | Current | New |
| --- | --- | --- |
| 
Organizational  Performance Review | 
Informal  | 
Organizational-level process for review of performance ratings distribution prior to rating GS performance. |
| 
Rating distributions | 
OPM prohibits use of quotas | 
Agency policy emphasizes the OPM regulatory requirement. |

**Current vs. New**

## Current vs. New

| Program Component | Current | New |
| --- | --- | --- |
| Recognition amount | Eligibility for Award:

Distinguished 
Meets/Exceeds  | Eligibility for Award:

Distinguished
Accomplished
Fully Successful  |
| Award Amount | Monetary - A range of percentage of salary:
  --Meets/Exceeds - up to   
     5%
  --Distinguished – up to 
     10%
Non-monetary
 | Monetary - A range of percentage of salary:
  --Fully Successful/ 
     Accomplished - up to 5%
  --Distinguished – up to 10%
Make meaningful distinctions with greater awards for higher ratings
Total combination of monetary and time off no greater than the established percentage value. |
| Quality Step Increase | Eligibility:  Distinguished

 | Eligibility:  Distinguished 
Effective within 120 days following the end of appraisal cycle |

## Results of Performance Appraisal

|  | Distinguished | Accomplished | Fully
Successful | Needs
Improvement | Fails to Meet |
| --- | --- | --- | --- | --- | --- |
| Award | Monetary
Non-monetary | Monetary
Non-monetary
 | Monetary
Non-monetary | Not eligible | Not eligible |
| Pay | Eligible for:
 QSI
Promotions | Eligible for:
 Promotions | Eligible for:
WGI
Promotion  | Within grade increase  (WGI) denial | WGI denial |
| RIF | 20 years of service credit | 16 years | 12 years | 0 years | 0 years |
| Action | --- | --- | --- | Counseling
Notice of WGI denial | Counseling
WGI denial
PIP
Reassignment
Demotion
Removal |

**Results of Performance Appraisal**

## Questions

**For more Information, please contact:**
**Karen Ridlon, Human Resources Specialist**
**Office of Human Capital Management**
**Organizational Development and Workforce Relations Branch**
**(757) 864-3194**