Frequently Asked Questions Performance Management

No.  The Governmentwide regulations permit non-critical elements to have a greater weight in determining the final summary level.  However, if performance on any critical element is appraised as Unacceptable, a Level 1 summary must be assigned and performance on a non-critical element can not be used to raise that summary above Level 1, no matter the weight it might receive in other circumstances.

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.

Yes. Regulations allow agencies to grant non-GS employees rating-based awards if the employees are covered by the awards regulations and not otherwise covered by a separate statute that authorizes rating-based awards (e.g., members of the Senior Executive Service).

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.

Yes.  Governmentwide regulations define a rating of record as the performance rating completed at the end of the appraisal period that reflects performance over the entire period, or an off-cycle rating of record given when a within-grade increase (WGI) decision is not consistent with the employee's most recent rating of record and a more current rating of record must be prepared.  These are the only times that a rating of record can be issued.

No. The regulations require that agency officials evaluate employee performance periodically against agency-assigned elements and standards. Since agencies cannot assign union work, this work cannot be included as elements and standards and is not subject to appraisal. As a result, employees who spend 100 percent of their time as employee representatives cannot receive a rating of record. Subsequently, since a rating of record is the basis for a performance or rating-based award, these employees are not eligible for performance awards.

An acceptable level of competence determination can be delayed for only two reasons: when an employee has not had the minimum period of time to demonstrate acceptable performance on his or her elements and standards; and when an employee is reduced in grade because of unacceptable performance to a position in which he or she is eligible for a within-grade increase or will become eligible within the minimum appraisal period.

No. OPM must review and approve the agency's appraisal system, which sets out the limits within which all the agency's programs must be developed.  OPM must approve the appraisal system before any appraisal program developed under the system can be implemented.