Performance Management Performance Management FAQs

No.  Agencies must not grant individual cash awards for nonuse of sick leave. The intent of awards law and regulations is to recognize employee's noteworthy performance. A Comptroller General (CG) decision reaffirmed that sick leave cash incentive programs are inappropriate. The CG ruled that sick leave is a statutory entitlement available to Government employees and, therefore, cash incentives for its nonuse are improper.

OPM has concluded that cash surrogates are an appropriate option for delivering cash awards, subject to all the limitations and requirements that apply to cash awards. A current example of a cash surrogate is "gift cheque" purchased through a vendor and easily and widely redeemable for cash, not merchandise.

No. In giving agencies some discretion on performance crediting, the reduction in force regulations make clear that any decisions must be uniformly and consistently applied throughout the competitive area. Since competitive areas normally also include non-bargaining unit employees, there is no obligation to bargain on otherwise negotiable proposals that are aimed at the entire competitive area. Management is not required to negotiate with the union the conditions of employment of non-bargaining unit employees.

No. Employees of outside contractors may not receive direct payments from the Federal Government. Their employment, including pay, rewards, and discipline, must be handled by their employer, who is the contractor, not the Government.

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. 

Cash surrogate is a special form of cash award.  Recipients of cash surrogates must have the same freedom and control over how that award may be used as they would have over currency or a U.S. Treasury check. Cash surrogates should not be confused with merchant gift certificates. Cash surrogates must meet the following criteria: meet all the limitations and requirements that apply to cash awards must be convertible easily and immediately to cash not restricted as to where they can be redeemed subject to all relevant procurement regulations when purchased from a vendor or financial institution

No. The awards statute only authorizes granting awards to and recognition of Federal employees. An agency may have other authorities for recognizing the contributions of private citizens.

When the rating of record is completed at the end of the appraisal period, a summary level must be assigned.  A summary level can be determined at any time agencies deem appropriate and specify in their appraisal programs (e.g., performance rating, progress review).  However, the ways in which summary levels are applied (e.g., granting within-grade increases and additional service credit in a reduction in force) are always in the context of the rating of record.

Yes. Based on its analysis of the competitive area(s) and its determination of what would minimize severely advantaging or disadvantaging employees, an agency can assign different values to the same summary level (Level 3) in different patterns (A and H) in the same reduction in force, and even within the same competitive area.

Yes. Additional performance elements (e.g., stretch goals, extra credit for special projects, published customer-service standards) can address individual or group performance, whichever is the most appropriate to the agency's mission, goals and culture.

Performance management regulations specifically address veterans seeking medical treatment. Agencies may not lower the rating of record or performance rating of a disabled veteran seeking medical treatment.

Agencies have the flexibility to design how their awards programs will operate. However, agencies may find such review boards or awards committees add a dimension of impartiality to the awards process and can help prevent perceptions of favoritism.

Yes.  OPM encourages agencies to involve all employees, including managers and supervisors.

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.