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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.
No. The performance appraisal systems contained in Performance Management Plans approved by the Office of Personnel Management prior to September 22, 1995, did NOT need to be changed in any way unless agencies wanted to change them. While the regulations authorize flexibility in the performance management area, they also accommodate older agency systems. Also, a specific regulatory provision in part 430 of title 5, Code of Federal Regulations, ensures that the appraisal systems contained in existing Performance Management Plans remain in effect until changed by the agency.
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