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.
Find out more about Federal compensation throughout your career and around the world.
Staffing to align with your agency's mission
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.
Organizations moving to a team structure need to develop human resources systems–including performance management programs–that support their teaming efforts. One such group within the National Archives and Records Administration (NARA)–the National Personnel Records Center in St. Louis, Missouri–is piloting a new performance management program that strikes a balance between appraising individual and team performance.
The Center designed its pilot performance management program to accomplish specific objectives, which are to:
The Center's program requires that each team member's performance plan include one critical element to measure the individual's contribution to the team. This element is appraised at two levels–Met (or Fully Successful) or Did Not Meet (or Unacceptable). The standard for this element reflects the results of work as well as behaviors and attitudes important in a team setting. To be rated Met on the element, the manager, the coach, and the other team members must find that the employee usually:
A 360-degree assessment process gathers performance data from the manager, the coach, and each team member, with the manager making the final determination whether the team member Met or Did Not Meet the standard. Team members who perform far above the Met level on this element can be recommended for an individual recognition award.
Team members' performance plans also include three noncritical elements that measure the team's performance. These three elements are:
These elements are appraised at three levels–Exceeds, Successful, or Unacceptable. If the team meets the Exceeds standard for each of its non-critical elements, each team member will be given a rating of record of Exceeds, as long as the team member is rated as Met on the critical element for individual contribution to the team. (An employee rated Did Not Meet on the critical element receives an Unacceptable rating of record and is given an opportunity to improve.)
A team goal-sharing program is based on these three noncritical elements. If the team meets the Exceeds level for each of these elements, team members will receive a team incentive payout. No payout is made if the goals are not met.
Back to Top