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Policy, Data, Oversight Performance Management

  • Yes. OPM regulations require agencies to train rating officials on performance management topics (including developing performance plans, providing feedback, appraising and rewarding performance).
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  • Performance at the individual level means the accomplishment of outputs and work processes for which the employee can be held individually accountable. Because failure of a critical element can result in an employee's reduction in grade or removal, critical elements would measure those outputs/outcomes and processes over which the employee is expected or intended to have control and exercise authority.
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  • Yes. Regulations allow agencies to grant non-GS employees rating-based awards if the employees are covered by the awards regulations and not otherwise covered by a separate statute that authorizes rating-based awards (e.g., members of the Senior Executive Service).
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  • Yes. Provided the temporary employees meet the Governmentwide requirements. An agency may exclude an employee who: is serving in a position under a temporary position for less than 1 year, agrees to serve without a performance evaluation, and will not be considered for a reappointment or for an increase in pay based in whole or in part on performance.
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  • 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.)
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  • In some limited circumstances merchandise items could be used as an honorary award or informal recognition award. Merchandise may be used for awards purposes if and only if the item meets the criteria for an honorary award or an informal recognition award. Agencies need to be aware that the Internal Revenue Service (IRS) considers merchandise to be a taxable fringe benefit that must be taxed on its fair market value. Further questions on taxable fringe benefits should be directed to the IRS.
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  • Honorary awards represent symbolic formal recognition. Items presented as honorary awards must meet all of the following criteria: The item must be something that the recipient could reasonably be expected to value, but not something that conveys a sense of monetary value. The item must have a lasting trophy value. The item must clearly symbolize the employer-employee relationship in some fashion. The item must take an appropriate form to be used in the public sector and to be purchased with public funds.
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  • 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.
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  • If an employee has fewer than three ratings of record during the last four years, the actual rating(s) of record available would serve as the sole basis of the employee's credit (no assumed ratings would be used). Consequently, if an employee has received only two actual ratings of record during this period, the value assigned to each rating would be added together and divided by two to determine the amount of additional retention service credit. If an employee has only one actual rating of record, the value assigned to that rating would be used. If, however, the employee has no ratings of record during the last four years, the modal rating for the appraisal program that covers the employee's position of record at the time of the reduction in force is used to grant performance credit.
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  • There should be no significant difference between managing the performance of a teleworker and managing the employee who works in the office.
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Total Count: 135, Number of Pages: 14, Page: 7
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