Frequently Asked Questions Performance Management

Agencies are encouraged to involve employees in the design and implementation of their appraisal programs, award programs, and employee performance plans.  Of course, where a union has been granted exclusive recognition, such involvement for bargaining unit employees must be through their elected union representatives.

An agency may not hold an employee accountable for work that does not get done because of an absence for which the employee is on any type of approved leave. If there is a specific performance standard for the appraisal year, it may be prorated for the amount of time the employee was at work.

Yes. The requirements dealing with electronic signatures are:

• the signal or symbol must be unique to the signer
• the "signature" must be capable of being verified and must be linked to the data being transmitted, including the effective date
• control features must be in place to insure the authenticity of data on the form, including the electronic signature
• such controls must provide reasonable assurance that deliberate or inadvertent manipulation, modification or loss of data on the electronically stored form is detected

Yes. Governmentwide awards regulations allow agencies to use the incentive awards authority to establish a referral bonus program that provides incentives to employees who bring new talent into the agency. Each agency must determine whether using referral bonuses is appropriate for their agency. If an agency decides to establish a referral bonus program, it must establish the criteria it will use to determine when an employee would receive a referral bonus. (For more information see our Criteria for Referral Bonuses.)

Yes.  Agencies may use any procedures they deem appropriate for considering performance when granting awards and taking other personnel actions, with the following exceptions:  assigning additional service credit in a reduction in force and granting within-grade increases for General Schedule employees and prevailing rate system employees, which are tied to ratings of record and performance ratings respectively.

Yes. OPM regulations require agencies to train rating officials on performance management topics (including developing performance plans, providing feedback, appraising and rewarding performance).

If a notice of proposed action has been given to the employee, a change to an appraisal program should have no effect on the action. Regulations contain a specific provision, called the "savings provision," that safeguards administrative procedures pending under a previously approved appraisal program, from being disrupted by the implementation of new programs covered by these regulations. OPM's system approval procedures require agency appraisal programs to have a similar provision to safeguard pending administrative procedures when programs change.

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.