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Yes, a Governmentwide working group will identify training requirements for implementation of this basic SES appraisal system description. The goal is to ensure agency executives and executive resources staff are trained on the use and implementation of the basic system description before full-scale implementation. OPM will provide several workshops this spring to support agencies’ transitions to the basic system description.
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This system aims to balance the results-focused performance element, which remains a critical part of a well-rounded performance appraisal plan, with the other leadership responsibilities of Federal executives. Agencies now have the flexibility to more fully reflect key priorities for their own executives within the basic SES performance appraisal system description and performance plan template by carefully selecting the applicable weights for each performance element.
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The basic SES performance appraisal system description is adaptable to automation. Its requirements can be loaded into existing tools, or existing tools can be modified to support the basic system description’s requirements. Additionally, the performance plan template is available electronically for agency use.
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Implementation of the new basic system template does not involve a fixed charge; however, agencies will need to engage in a number of important activities to ensure successful implementation (e.g., marketing, communication and engagement targeting SES members, and required training). To assist with these efforts, adaptable communication and training tools are being developed for Governmentwide use. Additionally, an Implementation timeline is being developed to support agency planning for transition to the basic system description.
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Agencies must request approval from OPM in order to use additional statistically-validated competencies in their appraisal system. OPM has approved the use of additional competencies for the Department of Defense and the Intelligence Community.
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Agencies will continue to apply their existing pay and awards policies to determine how executive annual summary ratings (and scores) translate into performance-based pay and awards. The existing principles driving effective executive performance i.e., emphasizing excellence in performance – will continue under the basic system description.
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Agencies will implement the basic performance appraisal system description as certifications for their current SES performance management systems naturally expire – or sooner, if an agency prefers. Executives should contact the executive resources office at their agencies for additional information.
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Each performance element has a minimum required percentage weight, all adding up to a total weight of 100%. The minimum weight assigned to the “Results-Driven” performance element is 20%. The minimum weight for each of the other four performance elements is 5%, with no single performance element weighing more than the “Results-Driven” performance element.
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Yes, by law (5 U.S.C 4312) agencies with SES members (i.e. subject to 5 U.S.C chapter 43 and 5 CFR 430) must have their SES performance management systems approved by OPM. Additionally, by law (5 U.S.C. 5307(d)) and regulation (5 CFR 430 subpart D) agencies must have their SES performance management systems certified by OPM, with concurrence by OMB, to set SES member basic pay at a higher rate (i.e. up to the rate for level II of the Executive Schedule) and use a higher aggregate limit (i.e. up to the Vice President’s salary). Both processes will be streamlined when using the basic system description.
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Yes, the basic SES performance appraisal system description and performance plan template require that the performance requirements within the “Results Driven” performance element be strategically aligned. Agencies have the flexibility to require such alignment within the remaining performance elements.
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