Results-oriented performance appraisal plans are central to linking individual accountability to organizational outcomes to build a high performance organization. OPM Consultants can provide internal reviews to help agencies ensure that their performance management plans are compliant with federal regulations and best practices. These plan reviews encompass SES, SP, and GS or equivalent performance appraisal plans. These plan reviews encompass SES, SP, and GS or equivalent performance appraisal plans. OPM reviews performance plans to ensure they include compliant, measurable performance standards at Level 3, 4, and 5, as applicable. Reviews of all performance levels can be provided upon request. 

General briefings

OPM consultants can provide general briefings to the agency’s HR and SES, SP, or GS or equivalent personnel to discuss the general themes found during the review. Briefings focus on overall findings of the organization's collective results, including a review of trends/themes for ‘met’/‘not met’ requirements and contain a discussion surrounding ‘not met’ requirements.

One-on-one consultation

OPM provides one-on-one consultation with rating officials, executives, and supervisors regarding individual performance plans, with particular focus on writing results-focused measurable standards. Consultants go step-by-step through individual plans discussing federal regulations and best practices and make recommendations based on compliance criteria.

An effective performance appraisal policy should be designed to hold individuals accountable for organizational results. Often the breakdown in this linkage occurs at the individual level. Individual performance appraisal plans do not have adequate elements, standards, and performance measures to ensure an individual is appropriately being held accountable for results. OPM can help guide the development of performance appraisal plans in accordance with policy and OPM requirements, including:

• Identifying cross-cutting performance goals
• Developing elements and standards aligned with an agency’s strategic plan and organizational measures
• Developing standardized measures.

Comprehensive performance appraisal plans can help employees understand their roles and how their roles relate to the goals of the organization, set expectations, and define clear outcomes.

Individual Development Plans (IDPs)

To be effective in their positions, employees need to have the requisite knowledge, skills, abilities and competencies to perform work tasks. Individual Development Plans (IDP) are a tool to help identify development and training needs necessary for individual career development and work accomplishment. Like the annual performance appraisal plan, IDPs should be developed at the beginning of the fiscal year (or rating period) and establish individual training and development expectations. OPM can help guide the development of IDP forms and procedures and train managers and employees on its use, customizing the process and forms to meet the specific requirements of the agency or office.

The performance appraisal system/policy is a fundamental tool managers have to maximize performance effectiveness in their unit, division, or agency. How effective is your performance management system or policy in helping employees understand their roles and how their roles relate to the goals of the agency, setting expectations, and holding employees and managers accountable? OPM consultants can review performance management system/policy in accordance with federal regulations and best practices and recommend areas for improvement. Review of a performance appraisal program/system includes:

• Ensure performance appraisal system requirements, procedures, forms, and cycles that comply with law and OPM regulations
• Ensure performance-based job elements are linked to the agency’s strategic plan and metrics in annual reports to Congress
• Rating derivation formula
• Ensure goals are consistent across policies/offices
• OPM can also provide a general briefing to agency officials and human resources personnel on the performance appraisal system/policy evaluation results and provide recommendations on how to better comply with federal requirements

Performance appraisal systems and policies can be developed based on a variety of designs, from behavioral-based to objective and results-oriented. OPM partners with agencies to identify the right performance appraisal strategy to ensure accountability, fairness, and alignment with the function and strategy of the agency. Our consultants guide the development and implementation of a performance appraisal system/policy in accordance with Title 5 United States Code, Chapter 43 and ensure the system adequately addresses federal regulations and best practices.

When developing a performance appraisal system/policy, elements can include:

• Performance appraisal system requirements, procedures, forms, and cycles that comply with law and OPM regulations
• Performance-based job elements that are linked to the agency’s strategic plan and metrics in annual reports to Congress
• Rating derivation formula
• Identifying broad policy/office goals for performance plans
• For competency-based performance plans, OPM can develop a Competency Rating Tool to facilitate the standardization of rating generic core competencies
• OPM partnering with agency HR Specialists, officials, union representatives, employees and stakeholders to develop the system or policy
• OPM providing a general briefing to agency officials and personnel on the new performance appraisal system or policy
• OPM training so that agency officials will be knowledgeable and able to use the system independently