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Yes. OPM regulations require agencies to train rating officials on performance management topics (including developing performance plans, providing feedback, appraising and rewarding performance).
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Agencies must look at the nature of the work done by various organizations and determine what length of time is appropriate as the basis for measuring employee performance. Agencies are encouraged to designate a single appraisal period (i.e., 1 year) as the standard appraisal period throughout the agency, with the built-in flexibility to accommodate individual or mass transitions between programs. Otherwise, an agency system must define any limits (maximum length, minimum length, or acceptable range) within which it will permit appraisal programs to select their appraisal periods.
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The regulations specify that appraisal periods shall generally be designated so that employees are provided a rating of record annually. Agencies may establish different appraisal cycles (starting and ending dates) for different employees under the same appraisal period.
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No. The statute requires that each employee be appraised against his or her performance standard(s). It does not allow for appraising an employee by "presuming" that an employee is meeting performance standards. For the same reason, the process for appraising employees described by the regulations does not provide for any "assumed" levels of performance.
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No. The number of summary levels is an exercise of management rights and not subject to collective bargaining. However, where the agency system permits some flexibility in deciding about a program's pattern of summary levels, employee involvement could play an important role in program acceptance.
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Yes. If an agency changes its awards program, it should provide appropriate training so employees and managers are aware of how the program is intended to operate. In addition, performance management training, which includes rewarding employees, should be conducted on a regular basis. OPM recommends that agencies train or retrain employees and supervisors on awards and performance appraisal programs regularly, particularly when the agencies' programs change or they have new employees or managers.
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Yes. So long as the applicable agency performance appraisal system provides for it, subcomponent programs may use any pattern of summary levels permitted by Governmentwide regulation. OPM cautions agencies and their subcomponents to ensure that their applicable performance appraisal programs explicitly state the pattern used, including their numeric rating-level designators and equivalent terms.
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Yes. OPM encourages agencies to involve all employees, including managers and supervisors.
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Agencies may not prepare performance ratings, including ratings of record, for employees who have not completed the minimum period. Therefore, an agency may choose to phase in the implementation of its new program to allow organizations with such employees to wait until the minimum periods are completed. If the agency waits for completion of applicable minimum periods before converting, a rating of record with its summary level could be assigned under the old program.
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