Frequently Asked Questions Performance Management

Informal recognition awards are a type of award that may be given to recognize performance that, taken alone, does not merit a larger award, such as cash, time-off, or an honorary award. Agencies are finding that they can effectively and efficiently achieve many of the goals of a recognition and incentive award program by providing more frequent, timely, and informal recognition of employees and group contributions. Informal recognition awards must meet the following criteria: The item must be of nominal value. The item must take an appropriate form to be used in the public sector and to be purchased with public funds.

Yes. An employee may receive both an award based on a rating of record and an award based on a specific contribution in a single year. The most important factor in deciding whether to grant multiple awards is that the total value of the awards must be commensurate with the value to the organization of the accomplishment recognized. In addition, agencies must ensure they comply with all applicable requirements, including OPM approval of awards over $10,000.

No.  Both a performance rating and a rating of record involve the evaluation of an employee's performance against all the elements and standards in the performance plan.  At any time during the appraisal period, an agency can make the determination that an employee's performance is unacceptable on one or more critical elements.  This determination is sufficient to begin the process that could lead to a performance-based action if the employee's performance fails to improve to an acceptable level.

Yes. In the Federal Government, there are four types of awards — cash awards, time off awards, honorary awards, and informal recognition awards. Agencies may use any combination of award types to reward a specific contribution.  For example, an employee might receive both a certificate and a cash award as recognition for a single contribution.  However, the overall combined value of the awards should not exceed the value to the organization of the contribution recognized. Thus, the award should be commensurate with the contribution of the employee.

A performance-based cash award, also commonly known as a rating-based award, is a lump-sum cash payment and requires only the most recent rating of record as the sole justification for the award. Rating-based cash awards must be based on a rating of record at the "fully successful" level (or equivalent) or higher, and rating-based awards programs, as designed and applied, must make meaningful distinctions based on levels of performance.

The possible effect of performance-based additional service credit is most likely to appear in the second round of the reduction in force process, when employees exercise their bump (into positions held by employees in lower tenure groups for which they meet the basic qualification standard) and retreat (to previously held positions) rights.  Even at this stage, experience suggests that the performance-based additional service credit often has no impact on the actual final result of the reduction in force.

No. A rating of record does not change when an employee moves to another agency or organization, whether or not they use a different summary pattern. However, an employee will not know how many years of additional service credit will be given for a specific rating of record until an agency is getting ready to run a reduction in force.

The minimum period is the shortest length of time established by the agency that an employee must perform under assigned elements and standards before a performance rating can be prepared.  The appraisal period is length of time designated by the agency (usually one year) that is the basis for the rating of record.