Using a performance management program that is results-driven and linked with the agency's strategic planning initiatives is an effective means of achieving this goal. Agencies establish SES performance management systems that provide for planning and communicating performance expectations, identifying performance elements and the requirements against which performance will be assessed, monitoring performance, appraising and rating performance, and using performance results as a basis for pay, awards, and other personnel decisions. These plans may be modified during the appraisal period, if there are changes in agency or organizational priorities, available resources, etc.
Supervisors develop plans in consultation with the executive.
The elements must reflect both individual and organizational performance. SES appointees must be given an annual summary rating at least once a year. The appraisal period can be ended any time after the minimum period, if there is an adequate basis on which to rate an executive's performance. Supervisors must hold at least one progress review with executives during the appraisal period. A PRB helps to assure consistency and objectivity in appraising executive performance.