DLA SENIOR EXECUTIVE SERVICE (SES) PERFORMANCE PLANNING AND EVALUATION

PART C:

SECTION I - ACCOMPLISHMENTS (Page 5 - 7)

In one paragraph for each critical element, the rating official will provide a

synopsis of the executive's accomplishments relative to the performance standards

for that element. Documentation of accomplishments for SES members receiving an

initial rating of Fully Successful (F) is limited to three pages.

THERE IS NO PAGE LIMITATION FOR INITIAL RATINGS OF LESS THAN FULLY

SUCCESSFUL.

SECTION II - RECOMMENDATION FOR PERFORMANCE AWARD (BONUS) OR

PAY LEVEL ADJUSTMENT (Page 8 - 9)

If the SES member is recommended for a performance award (bonus) or pay

level adjustment, the rating official must provide supporting narrative in this section.

The narrative must distinguish between accomplishments worthy of recognition by

performance award or pay level adjustment, and those expected for fully successful

job performance. The narrative should highlight significant accomplishments

pertaining to the functional and leadership aspects of the executive's position, and

demonstrate clearly the basis for recognition. The recommendation for performance

award or pay level adjustment is limited to two pages.

SECTION III - INITIAL ANNUAL RATING AND RECOMMENDATION FOR

PERFORMANCE AWARD OR PAY LEVEL ADJUSTMENT (Page 1, Blocks 10a

through 12c)

Initial rating and recommendation for performance award or pay level

adjustment. The rating official should confer with the reviewing official prior to

completion of this portion of the form. Should the reviewing official not concur with the

initial rating and/or recommendation for performance award or pay level adjustment,

he/she will annotate and initial desired changes adjacent to blocks 10a, 10b, and/or

10c.

PART D - SES MEMBER ACKNOWLEDGMENT OF EVALUATION (Page 1, Blocks

13a through 13c)

Signature acknowledges that the rating official has discussed and provided the

SES member with a copy of the initial evaluation. Signature does not constitute

agreement or disagreement with the evaluation. In the event of a less than Fully

Successful (F) initial rating, the SES member has the option to provide a written

response to a higher level reviewing official within 7 calendar days of receipt of

the initial rating. Should the executive desire to do so, he/she must put an X in block

13c.

If block 13c is checked, the rating official should immediately contact the DLA

SES program manager for further guidance.

PART E - PERFORMANCE REVIEW BOARD (PRB) RECOMMENDATION(S) (Page

1, Blocks 14a through 14b)

Indicates that the evaluation has been reviewed by the DLA PRB and that a

written recommendation concerning each senior executive's rating of record has been

made to the Director, DLA, as required by 5 CFR 430.307.

PART F - FINAL RATING AND APPROVALS FOR PERFORMANCE AWARD OR

PAY LEVEL ADJUSTMENT (Page 1, Blocks 15a through 15e)

The final rating and approval(s) for performance award or pay level adjustment

as determined by the Deciding Official (Director, DLA or his/her designee). The

Deciding Official signs and dates as indicated.

DLA FORM 1831, INSTRUCTIONS OCT 2000 (EG) PDF (DLA)

REFERENCES:

Title 5, Code of Federal Regulations (5 CFR); DoD 1402.3-H; DLA

regulations, directives, instructions as appropriate.

PART A - IDENTIFICATION AND ADMINISTRATIVE DATA

(Page 1, Blocks 1 through 7)

Pertinent information about the SES member being evaluated.

PART B:

SECTION I - CRITICAL ELEMENTS AND PERFORMANCE STANDARDS (Page

2 - 3)

This section encompasses a common set of Executive Critical Elements

(ECEs) against which all DLA executives are rated, and Functional Critical

Elements (FCEs) developed individually for each SES member. ECEs address the

executive competencies, are corporately developed, and may not be altered.

FCEs are collaborateively developed by each executive and his or her rating

official. These elements must be aligned with current business objectives, and may

change with each rating cycle. FCEs must be supported by performance standards

that state what is expected at the FULLY SUCCESSFUL performance level.

Standards of FCEs should be as specific as possible so that expectations are

clear, and should be outcome-oriented. No more than three(3) FCEs may be in

place for each executive for the rating period.

SECTION I - RATING OF ELEMENTS (Page 2 - 3) 

Following the end of the performance cycle (July 1 - June 30), the rating

official will assign an initial rating for each element at one of three levels: Fully

Successful (F); Minimally Satisfactory (M); or Unsuccessful (U). The rating will be

based on the accomplishments of the executive against the established critical

elements. Rating levels are defined as follows:

(F) Fully Successful: Consistently meets or exceeds the level of

performance described in all of the supporting standards.

(M) Minimally Satisfactory: Performance for this element needs

improvement to achieve the fully successful level described in all of the supporting

standards. This may be evidenced by the need for closer supervision, frequent

counseling, increased review of work products, etc.

(U) Unsatisfactory: Fails to achieve even a minimally satisfactory level of

performance in most or all of the standards established for this element.

SECTION II - EXECUTIVE/SUPERVISORY ACKNOWLEDGMENT OF

ELEMENTS/STANDARDS (Page 1, Blocks 8a through 9b):

Critical elements and performance standards documented in Part B -

Section I of this form must be reviewed by the executive and his/her rating official

as soon as possible following the start of the performance cycle (July 1st), but no

later than the mid-year review. The signatures in Section II acknowledge a mutual

understanding of the critical elements and performance standards.

SECTION III - DOCUMENTATION OF THE MID-YEAR PERFORMANCE REVIEW

(Page 4) 

As specified in 5 C.F.R. 430.305, a progress review shall be conducted for

each executive at least once during the appraisal period. For DLA Executives, this

review will be conducted mid-way through the appraisal period (July 1 - June 30)

during the month of January. Outcome of the review, to include resultant changes

to the FCEs and identification of performance deficiencies and/or development

needs, will be documented on Page 4 of this form. Both the executive and rating

official will sign and date as indicated.

ADMINISTRATIVE INSTRUCTIONS
DLA SENIOR EXECUTIVE SERVICE (SES) PERFORMANCE PLANNING AND EVALUATION

DLA FORM 1831, OCT 2000 (EG) Page 1

PART A - IDENTIFICATION AND ADMINISTRATIVE DATA

1. NAME OF MEMBER (Last, First, Middle Initial) 2. POSITION TITLE 3. ORGANIZATION

4. PAY LEVEL 5. RATING PERIOD (MM/DD/YYYY)

a. FROM

6. APPRAISAL TYPE (X one)

 ANNUAL

 INTERIM

 SPECIAL

7. SES APPOINTMENT TYPE (X one)

 CAREER

 NON-CAREER

 LIMITED

PART B - SECTION II - CRITICAL ELEMENTS AND PERFORMANCE STANDARDS

8.a. SIGNATURE OF SES MEMBER

9.a. SIGNATURE OF RATING OFFICIAL

b. DATE

b. DATE

PART C - SECTION III - INITIAL RATING AND RECOMMENDATION FOR PERFORMANCE AWARD/PAY LEVEL ADJUSTMENT

 10a. RATING

 (Enter appropriate code)

 10b. PERFORMANCE 

 AWARD

 (X if Recommended)

 10c. PAY LEVEL

 ADJUSTMENT

 (X if Recommended)

11b. SIGNATURE OF RATING OFFICIAL

11a. TYPED NAME (Last, First, Middle Initial) 11c. DATE

12b. SIGNATURE OF REVIEWING OFFICIAL

12a. TYPED NAME (Last, First, Middle Initial) 12c. DATE

PART D - SES MEMBER ACKNOWLEDGEMENT OF EVALUATION

13.a. SIGNATURE OF SES MEMBER 13b. DATE

 13c. I WILL PROVIDE WRITTEN RESPONSE FOR REVIEW BY A HIGHER OFFICIAL WITHIN 7 DAYS OF INITIAL RATING. (X if applicable)

PART E - PERFORMANCE REVIEW BOARD (PRB) RECOMMENDATIONS

14a. RATING (Enter appropriate code) 14b. PERFORMANCE AWARD

 (X if recommended)

 F - Fully Successful M - Minimally Satisfactory U - Unsatisfactory 14c. PAY LEVEL ADJUST

 (X if recommended)

PART F - FINAL RATING AND APPROVALS

15a. RATING (Enter appropriate code)

 F - Fully Successful M - Minimally Satisfactory U - Unsatisfactory 

15d. SIGNATURE OF DECIDING OFFICIAL e. DATE

15b. PERFORMANCE AWARD APPROVED

15c. PAY LEVEL ADJUSTMENT APPROVED

b. TO
DLA SENIOR EXECUTIVE SERVICE (SES) PERFORMANCE PLANNING AND EVALUATION

ELEMENT

RATING

(Enter F,

M, or U)

1. RESPONSIBILITY/ACCOUNTABILITY

Promotes accountability and continuous improvement. Makes timely and effective decisions and produces results

through strategic planning, implementation, and evaluation of programs and policies. Sets program standards, holding

self and others accountable. Acts decisively to modify standards and promote quality programs, policies, and customer

service. Acquires and administers human, financial, material, and information resources in a manner which instills

public trust and accomplishes the mission of the organization. Takes responsibility for personal errors, takes or proposes

timely/adequate corrective measures. Establishes organizational and personal performance objectives that are

challenging and reflect mission needs.

2. ORGANIZATIONAL MANAGEMENT AND LEADERSHIP

Provides vision and communicates mission and organizational goals to all subordinates. Sets standards and leads by

example. Inspires, motivates, and guides others toward goal accomplishment; empowers others by sharing power,

authority, and accountability. Secures/allocates/manages human, financial, material, and information resources for

effectiveness and efficiency. Maximizes employee potential through effective use of the performance management

system. Develops subordinates through mentoring, counseling, challenging training and work assignments, timely

performance evaluation, and appropriate recognition. Recruits and retains a high quality, diverse workforce by creating

a work environment characterized by challenge, opportunity, and growth. Takes immediate action if sexual harassment

or other discriminatory/unfair treatment is observed, reported, or suspected.

3. INNOVATION/INITIATIVE.

Is open to change and to new information; manages ambiguity; adapts behavior and work methods in response to new

information, changing conditions, or unexpected obstacles. Develops and implements or suggests better ways of doing

business - methods, equipment, processes, resources. Displays a high level of initiative, effort, and commitment to

public service. Seeks and accepts developmental opportunites. Serves on professional/technical committees and

participates in professional societies to enhance personal knowledge and advance/contribute to the profession.

Writes/publishes technical or professional papers.

4. WORKING RELATIONSHIPS.

Is an effective team player. Works well with others to get the mission accomplished. Able to manage both horizontally

and verically within the chain-of-command. Effectively represents and speaks for the organization. Deals effectively

with pressure; maintains focus and intensity and recovers quickly from setbacks. Considers and responds appropriately

to the needs, feelings, and capabilities of a diversity of personnel in a variety of settings. Contacts are characterized by

tactfulness and respectful treatment of others.

DLA FORM 1831, OCT 2000 (EG) Page 2

PART B - SECTION I - CRITICAL ELEMENTS AND INITIAL RATING

All senior exectuives will be rated against the mandatory Executive Critical Elemts (ECEs). In addition, each senior executive will be rated against

a maximum of three (3) Functional Critical Elements (FCEs) aligned with yearly organizational goals and objectives.

Performance standatrds shown for each ECE describes performance at the FULLY SUCCESSFUL level. FCEs must also be supported by

performance standards described at the FULLY SUCCESSUL level. Standards should delineate the performance expectations in an

outcome-oriented manner.

Following assessment of the executive's accomplishments, the rating official will enter a rating for each critical element using the following scale: 

(F) FULLY SUCCESSFUL; (M) MINIMALLY SATISFACTORY; OR (U) UNSATISFACTORY.

ELEMENT

RATING

(Enter F,

M, or U)

ELEMENT

RATING

(Enter F,

M, or U)

ELEMENT

RATING

(Enter F,

M, or U)
DLA SENIOR EXECUTIVE SERVICE (SES) PERFORMANCE PLANNING AND EVALUATION

ELEMENT

RATING

(Enter F,

M, or U)

All senior exectuives will be rated against the mandatory Executive Critical Elemts (ECEs). In addition, each senior executive will be rated against

a maximum of three (3) Functional Critical Elements (FCEs) aligned with yearly organizational goals and objectives.

Performance standatrds shown for each ECE describes performance at the FULLY SUCCESSFUL level. FCEs must also be supported by

performance standards described at the FULLY SUCCESSUL level. Standards should delineate the performance expectations in an

outcome-oriented manner.

Following assessment of the executive's accomplishments, the rating official will enter a rating for each critical element using the following scale: 

(F) FULLY SUCCESSFUL; (M) MINIMALLY SATISFACTORY; OR (U) UNSATISFACTORY.

DLA FORM 1831, OCT 2000 (EG) Page 3

6. 

PART B - SECTION I - CRITICAL ELEMENTS AND INITIAL RATING

ELEMENT

RATING

(Enter F,

M, or U)

5. 

7. ELEMENT

RATING

(Enter F,

M, or U)
DLA SENIOR EXECUTIVE SERVICE (SES) PERFORMANCE PLANNING AND EVALUATION

Page 4 DLA FORM 1831, OCT 2000 (EG)

SES MEMBER: RATING OFFICIAL: 

PART B - SECTION III - DOCUMENTATION OF THE MID-YEAR PERFORMANCE REVIEW

SIGNATURE AND DATE
DLA SENIOR EXECUTIVE SERVICE (SES) PERFORMANCE PLANNING AND EVALUATION

PART C - SECTION I - ACCOMPLISHMENTS

Page 5 DLA FORM 1831, OCT 2000 (EG)
DLA SENIOR EXECUTIVE SERVICE (SES) PERFORMANCE PLANNING AND EVALUATION

PART C - SECTION I - ACCOMPLISHMENTS

Page 6 DLA FORM 1831, OCT 2000 (EG)
DLA SENIOR EXECUTIVE SERVICE (SES) PERFORMANCE PLANNING AND EVALUATION

PART C - SECTION I - ACCOMPLISHMENTS

Page 7 DLA FORM 1831, OCT 2000 (EG)
DLA SENIOR EXECUTIVE SERVICE (SES) PERFORMANCE PLANNING AND EVALUATION

PART C - SECTION II - RECOMMENDATION FOR PERFORMANCE AWARD AND/OR PAY LEVEL ADJUSTMENT

Page 8 DLA FORM 1831, OCT 2000 (EG)
DLA SENIOR EXECUTIVE SERVICE (SES) PERFORMANCE PLANNING AND EVALUATION

Page 9 DLA FORM 1831, OCT 2000 (EG)

PART C - SECTION II - RECOMMENDATION FOR PERFORMANCE AWARD AND/OR PAY LEVEL ADJUSTMENT