Performance Management Supervisors All Hands Apr20 09Presentation Transcript
Employee Performance Communication System (EPCS) “Building a Performance Culture” Bernadette Fowler, Program Manager Performance Management Program Office of Human Capital Management April 2009
Commitment to Performance Culture The Office of Human Capital Management continues its effort to align the Center’s results with OPM, EEOC, and Agency regulatory and policy requirements and the Center’s initiative to “Build a Performance Culture.” Performance management review results were shared with all supervisors to continue development in the effective administration of the performance management practices. This presentation focuses on appraising performance and the impact of appraisal ratings.
Rating Requirements: Reassignment, Detail and Matrix Assignments
Requests for Reconsideration
Impact of Performance Appraisal Ratings
Reassigned, Detailed, and Matrix-Assigned Staff Written input and feedback required when assignment is in excess of 90 days (60 for GESTA) . The supervisor of record always issues the rating. If plan is in place min rating period, consider input from losing supervisor. If less than min period, appraisal will be based on assessment from losing supervisor. Provides a written assessment to the gaining supervisor if employee was on a plan for the minimum appraisal period prior to detail or reassignment. Provides input to plan and accomplishments for appraisal.
Request for Reconsideration Administrative GESTA AFGE WAMTC Step 1 See EPCS NPR or Performance Appraisal Article Request w/in 15 cal days orally or in writing by Rater or Reviewer Reply within 10 days Request w/in 30 cal days thru Rater by the Reviewing Reply within a reasonable time (14 calendar days) Request w/in 15 cal days thru Rater by Reviewer Meet w/in 7days Reply w/in 10 workdays Request w/in 15 cal days Reply within a reasonable time (14 cal days) Step 2 See AGP NPR 3771.1 or Negotiated Grievance Procedure Written grievance w/in 5 days to Director, OHCM, copy to Labor Relations Officer Final decision within 30-90 days Written grievance w/in 10 workdays to “Director Of” cc LRO Decision w/in 15 workdays Written grievance w/in 7 cal days to “Director Of” cc LRO Meet w/in 15 cal days Decision 10 w/in workdays Written grievance w/in 10 workdays to “Director Of” cc LRO Decision w/in 15 workdays Step 3 Grieve w/in 10 workdays to Ctr Dir cc LRO Final Decision w/in 20 workdays Grieve in 7 cal days to Ctr Dir cc LRO Meet in 15 cal days Final Decision in 15 cal Grieve in 10 workdays to Ctr Dir cc LRO Final Decision in 20 workdays Arbitration w/in 20 cal days w/in 20 workdays w/in 30 days
Impact of Performance Appraisal *Call OHCM whenever performance is below Fully Successful to ensure appropriate follow on actions are accomplished. Distinguished Accomplished Fully Successful Needs Improvement* Unacceptable* Appraisal-based awards
Not eligible Not eligible Pay Eligible for Quality Step Increase (QSI) Automatic Within grade Inc Automatic Within grade increase Automatic within grade increase
Within grade increase denied *
Within grade increase denied*
Letter of Counseling*
Reduction in Force (avg of most recent 3 ratings) 20 years of service credit 16 years of service credit 12 years of service credit No service credit No service credit
Option of not rewarding Fully Successful performance
The Performance Awards Calculation Tool (PACT) can help
Closeout Schedule for Performance Cycle Timeframe NLT Supervisory Tasks May 6 & May 12 PACT Refresher Briefs: May 6, 9-11:30, E100B; May 12, 1-3:30 p.m., E100B May 15
- Request employee’s list of accomplishments
- Request feedback from customers and matrix/detail
June 12 Complete Appraisal Discussions June 19 - Upload ratings into NOPs (NASA Org Profile Sys) http://nasapeople.nasa.gov/nops/default.htm August 1 - Recognize sustained performance (Use PACT to determine cash and/or Time Off Awards) - Effect QSIs (within 120 days of the end of the performance cycle)
Performance Awards Calculation Tool (PACT)
To access PACT beginning May 1 st :
Reminder - Log in requires the RSA token password and number
Instruction manual, information & updates:
OHCM website: http://ohcm.gsfc.nasa.gov
Tool Refreshers / Briefings:
May 6 th , 9:00 – 11:30 am; Bldg. 1, Room E100B
May 12 th , 1:00 – 3:30 pm; Bldg. 1, Room E100B
Sign up in SATERN to attend a session
Appraisal Closeout Reminders
Ensure employee is under the plan for the minimum appraisal period 90 days or 120 days(AFGE) before assigning a rating of record.
Note: If a new or reassigned employee’s plan was issued by March 1 (Feb 1 for AFGE-covered EE’s) by extending the rating period by no more than 30 days (May 31) to ensure the minimum appraisal period is met.
Address accomplishments, work samples specific to each performance element (include customer feedback) and training/development needs (offer an Individual Development Plan) during appraisal discussions.
Discuss Needs Improvement and Unacceptable ratings with OHCM to ensure appropriate follow-up actions are accomplished.
Ensure Distinguished Summary Ratings are supported by “Significantly Exceeds” ratings for all rated critical and non-critical elements.
Appraisal Closeout Reminders (Cont’d)
The appraisal narrative should reflect actions and results linked to each performance element to support all summary ratings.
Reviewing Official approval is required for Distinguished , Needs Improvement and Unacceptable ratings.
Inform OHCM of appraisal reconsideration requests (informal grievances) in addition to formal grievances.
Make meaningful distinctions when rewarding achievements based upon the performance appraisal rating.
Purge records in the Employee Performance File dated greater than 4 years.
Summary Ratings Matrix PERFORMANCE ELEMENT RATINGS Overall Appraisal Summary Ratings Distinguished Accomplished Fully Successful Needs Improvement Unacceptable Significantly Exceeds (SE) Expectations All elements (critical & non-critical) rated SE Expectations Exceeds Expectations All elements (critical & non- critical) rated no lower than Exceeds Expectations Meets Expectations No element (critical or non-critical) rated below Meets Expectations Needs Improvement Any element is rated below Meets Expectations* Fails to Meet (FTM) Expectations *Any critical element rated FTM Expectations
OHCM Points of Contact
Bernadette Fowler, Program Manager, Performance Management Program