# Presentation: 948211

## Performance Management

- NRCS

## Performance Planning 

- PLANNING

- REWARDING

- RATING

- DEVELOPING

- MONITORING

## Definitions

- Performance
- Accomplishment of work assignments or responsibilities
- Rating Official
- Immediate supervisor
- Reviewing Official
- Second-level supervisor
- Interim Appraisal-Advisory Rating
- Written appraisal of employee during the appraisal period

## Performance Appraisal Period

- Appraisal period
- October 1, 2007 –September 30, 2008
- Performance Plans
- Established by October 30, 2007
- Prepared by Rating Official
- Immediate supervisor
- Employee involvement
- Reviewed by Reviewing Official
- Second-level supervisor
- Discussed with employee
- Signature/check box in EmpowHR

## Changes/Clarifications

- Minimum performance appraisal period
- 90 calendar days
- Written performance standards
- Does not apply to performance feedback
- Critical element
- Supervisory/leadership
- Interim Appraisals
- Supervisory changes
- Position changes
- Details/temporary promotions

## Performance Plans

- Written elements and standards
- Communicated to employee
- 3 to 7 performance elements
- Critical elements
- Mission results
- Leadership/supervision
- EO/CR
- Stand-alone-supervisors
- Choice of stand-alone or included in critical element
- Non-critical elements
- Minimum of one

## Performance Plans

- Supervisor Plans
- Measures
- Employee feedback
- Customer/Stakeholder feedback
- Related to position
- Safety and health
- Protection of PII
- Personal Identifiable Information
- Ethics

## Performance Objectives

- Specific
- Measurable
- Aligned
- Realistic-relevant
- Time-bound

## Performance Objectives

- Aligned with Strategic goals and Agency mission
- Direct “line of sight” between expectations and Agency mission and objectives
- Source documents
- NRCS Strategic Plan
- Human Capital Strategic Plan
- 2008 Business Planning Documents

## Performance Standards

- Develop for meets fully successful level
- Source documents
- Position descriptions
- Work plans
- Project proposals
- PMA goals
- Targets
- Equal opportunity action plans

## Performance Standards

- Measures
- Quantity
- Quality
- Cost effectiveness
- Manner of performance

## Performance Standards

- Planned approach for developing standards by occupational series
- Identify positions-STC, AO, SC(457)
- Retain contractor
- Collect relevant data
- Interview employees in position
- Interview mangers of employees
- Develop/deliver
- Value-added results
- Measures
- Performance standards

## Collateral Duties

- SEPM duties
- Other collateral duties
- Included in Employee Performance Plan
- Objectives and Standards
- Not required to be stand-alone element
- EO/CR
- Included in critical element
- Non-critical element

## Individual Development Plan

- Short and Long Term
- Learning Goals
- Developmental Goals
- Strategies
- Elective training
- Education
- Developmental activities
- Details
- Courses
- During Performance Planning Process

## EmpowHR Workflow

- Performance Plans
- Rating Official
- Reviewing Official
- Rating Official
- Employee
- Performance Appraisals
- Rating Official
- Reviewing Official
- Employee

## Performance Monitoring 

- PLANNING

- REWARDING

- RATING

- DEVELOPING

- MONITORING

## Progress Reviews

- Mid-period
- Interim appraisals
- As required
- Interim reviews
- As desired

## Interim Appraisal

- Change in Supervisor
- 90 days under standards
- Supervised 90 days or more
- Interim appraisal to Rating Official
- Supervised less than 90 days
- Summary of employee accomplishments to Rating Official

## Interim Appraisal

- Change in position
- 90 days under standards
- Reassignment, transfer, new appointment
- Losing Rating Official
- Interim appraisal to Rating Official

## Interim Appraisal

- Details and Temporary Promotions within USDA
- More than 120 days
- Establish and communicate written standards
- Within 30 days
- Interim appraisal to Rating Official
- Less than or equal to 120 days
- Written standards not required
- Summary of employee accomplishments to Rating Official at end of assignment
- Details outside USDA
- Rating Official makes reasonable effort to obtain appraisal information

## Contact

- Performance Management Policy
- Eloris Speight
- 202-720-6646
- _[eloris.speight@wdc.usda.gov](mailto:eloris.speight@wdc.usda.gov)_
- EmpowHR
- Local Human Resources Servicing Office
- NHQ
- John Glover
- 202-720-2227
- _[john.glover@wdc.usda.gov](mailto:john.glover@wdc.usda.gov)_
- Gordie Walker
- 301-504-4134
- _[gordie.walker@wdc.usda.gov](mailto:gordie.walker@wdc.usda.gov)_

## Questions