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.
Additional performance elements provide agencies another tool for communicating performance expectations important to the organization. In essence, they are dimensions or aspects of overall performance the agency wishes to communicate and appraise, but which will not be used in assigning a summary level. Such additional elements may include objectives, goals, program plans, work plans, and other methods of expressing expected performance. Like non-critical elements, they do not have to be appraised at any particular level. Their major distinctions from non-critical elements are they cannot be used in assigning a summary level and additional performance elements do not require a performance standard. They allow agencies to factor group or team performance into the performance plan of employees under two-level (Pass/Fail) summary appraisal programs.
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