The Federal Government will Become America's Model Employer for the 21st Century.
Recruit, Retain and Honor a World-Class Workforce to Serve the American People.
Review the new 2014 Federal Employees' Group Life Insurance (FEGLI) Handbook
Answering your questions about Healthcare and Insurance
Congress approved a cost of living increase for Federal retirees.
Manage your retirement online.
Human Resources and Security Specialists should use this tool to determine the correct investigation level for any covered position within the U.S. Federal Government.
OPM’s Human Resources Solutions organization can help your agency answer this critically important question.
Developing senior leaders in the U.S. Government through Leadership for a Democratic Society, Custom Programs and Interagency Courses.
Visit this federal site to search for our regulatory notices, proposed and final rules.
See the latest tweets on our Twitter feed, like our Facebook pages, watch our YouTube videos, and page through our Flickr photos.
Holding successful mid–year and end–of–year performance appraisal discussions requires preparation. For example, developing a comprehensive written appraisal narrative can be extremely helpful when preparing for the face–to–face appraisal review. Appraising officials can use the following checklist as a tool to help them prepare for employee appraisal reviews.
Have all the necessary tools close at hand before starting to write the appraisal narrative, including:
Become familiar with the appraisal form and review how to derive the summary rating (e.g., numerical formula, percentages, and numerical weights). Take the time to review the employee's elements and standards, knowing which elements are critical, non-critical, and additional, and how to measure employee performance. Finally, review all the documentation. When writing the narrative, consider these points:
Responsibilities and Duties. Review employee responsibilities:
Performance. Include performance data for the entire appraisal period, not just the most recent information. The appraisal narrative should address:
Review Developmental Needs. In addition to the information in the narrative, prepare to talk to the employee about developmental needs. Identify skills and competencies that may enhance or improve the employee's performance. Look into a variety of ways of improving skills, such as classroom or on-line training, professional conferences and workshops, details to other work units or to positions with higher responsibilities, or on-the-job training. Enter the appraisal review with this information on hand, but during the review, be sure to ask the employee for input on development needs. If employees participate in creating their own development plans, those plans likely will be more successful.
The final preparation step is to set aside a time and a place to meet with the employee. When scheduling the appraisal interview, make sure to:
When the supervisor takes time to prepare, conducting the appraisal interview can be less complicated, less stressful, and more successful at providing the employee valuable feedback on performance.