Performance Appraisal Process. Why Appraise Employees?. To provide performance feedback To modify or change behavior To judge future job assignments and potential To improve employee and organizational effectiveness. Where Can I Find Policy Guidance?.
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Why Appraise Employees? • To provide performance feedback • To modify or change behavior • To judge future job assignments and potential • To improve employee and organizational effectiveness
Where Can I Find Policy Guidance? • Policy and Procedure (P&P) 418.3-ARS, Performance Planning and Appraisal, dated 5/21/92 • Web Address for P&P: www.afm.ars.usda.gov/afm2/ppweb • Performance Recognition Staff
When Is My Performance Appraised? • Employees receive an annual rating of record in January and April • Employees receive a progress or mid-year review at least once during the rating cycle • Annual rating cycle is January 1 to December 31 and April to March 31
What are Performance Elements and Standards? • Explains what an employee is expected to do and how well it must be done • Are communicated to employees within 30 days of hire or position change • May change during the rating cycle • Must be in place for at least 90 days to receive an annual rating of record
How Does My Supervisor Determine My Rating of Record? • Supervisor observations of performance • Feedback from customers, partners, co-workers, subordinates, etc. • Employee accomplishments
What is the Purpose of an Accomplishment Report? • Serves as a reminder to both the employee and supervisor of individual achievements, contributions, and accomplishments within a rating cycle.
Is There a Special Format? • 1-2 pages • Arrange by performance element • Describe accomplishments • Explain the impact of each accomplishment
Example of Arranging by Performance Element… Element 1: Administrative Support (Critical) Accomplishment: Impact:
How Do I Describe My Accomplishments? • Use “I” statements • Use action verbs • Fully describe accomplishments • Refer to activity/status reports, calendars, previous accomplishment reports, etc. • Describe current year accomplishments • Avoid laundry lists or bullets
How Do I Describe Impact? • Explain results and outcomes – “Why is the accomplishment important?” • Describe how accomplishments: • affected or enhanced a work process • had impact on a client or customer • helped your unit/Lab achieve its goals • USDA Strategic Plan – www.reeusda.gov/part/gpra/stratpl.htm
Remember the Basics… • Proofread for: • typos • spelling errors • proper grammar
Employee Responsibilities… • Participate in the establishment of performance elements and standards • Ask questions - ensure an understanding of what is expected • Cooperate with management in the rating process • Provide feedback on accomplishments • Prepare for performance reviews
Call the Performance Recognition Staff for Help! • Theresa Bailey, 301-504-1452 • Mary Oxner, 301-504-1368 • Jo-An Affrica, 301-504-1552 • Suzanne Suchecki, 301-504-1465 • Erica Smith, 301-504-1464 • Address: 5601 Sunnyside Avenue, Rm. 3-1282D, Beltsville, MD 20705