I Want to be Outstanding!

This January brought NRCS employees a revised performance appraisal format. Supervisors have been working feverishly converting their staff’s appraisals to the new system. One of the results has been questions on what it now takes to earn a Superior or Outstanding rating.

Most performance elements are pretty clear to understand and relate directly to your day to day duties. They might include such items as Mission Results, Execution of Duties, Communication, and Individual Contributions the Team. Most everyone knows their job and can come up with actions that exceed a fully successful rating. But the Personal Contacts - EO/CR element sometimes baffles folks on how to be better than fully successful. How can I be a leader if I don’t make hiring decisions or direct office operations?

The EO/CR statement for non-supervisory staff generally reads “Routinely displays courteous and tactful behavior towards internal and external customers, supervisors, coworkers, and/or team members. Projects a positive and professional image of USDA. Performs duties in a manner which consistently demonstrates fairness, cooperation, and respect towards coworkers, office visitors, and all others in the performance of official business. Demonstrates an awareness of EO/CR policies and responsibilities of Agency and departmental goals of valuing a diverse, yet unified workforce.”

So, how can you be outstanding? Will a good smile and attitude be enough? Not likely.

Remember that a single action, unless pretty monumental, generally isn’t enough to get an outstanding rating. Here are a few ideas of what you can do to raise above others in being an Equal Opportunity and Civil Rights a superstar:

• Each year there are multiple special emphasis weeks. Organize an event in your office during this period (or any other time) that highlights a specific group. You might:

• Invite a speaker to your office to speak about diversity in the workplace or what barriers our programs have in serving their group.
• Arrange to speak to a specific group about opportunities available for employment with NRCS or what our programs offer that may be of interest.
• Identify underserved groups and develop an outreach plan. Talk to these groups or individuals and find out what their conservation needs are and if changes are needed in our programs to meet those needs. Remember that an underserved group may not be an identified minority. They may be persons who raise specialty crops, have limited resources or just be group or community that hasn’t participated with NRCS in the past.
• Lead a discussion on how your office can better work with an underserved group by removing barriers to their participation.
• Think about a minority group and try and find out what their specific needs might be. This might include finding access to specific products and foods, churches, clubs, medical care and support groups in your area.
• When you’ve identified the needs, now find the solutions. Make a list of where specific items can be found in your area. For example, create a list of churches and get their contract information so that it can be provided as needed.

• Recruit, recruit, and recruit! Many forget that even though you may not have hiring authority, you can be part of the recruitment process.
   
  • When a job opening comes up, seek out qualified women and minorities. Introduce them to what NRCS does and be directly involved in helping them make contact with our personnel section. Be available to help them through the process of filling out applications and forms.
  • Contact one of your past college professors, advisors or local high school teachers and ask them to refer good minority or women to you so you can tell them about NRCS career opportunities.
  • Special hiring authorities exist that can be used to hire persons still in high school or college. Look for outstanding candidates when you’re doing a presentation at a high school or college and approach them to discuss opportunities NRCS offers. Follow-up and encourage them to talk to our personnel section.
     
• Apply for a position on the Equal Opportunity/Civil Rights committee. Become directly involved as a Special Emphasis Program Manager representing a specific group.
   
• Submit articles to our Public Affairs Specialist on an EEO/CR subject for inclusion in Current Developments. Maybe you have an outstanding project that just happens to have been done by a limited resource farmer or rancher.

Remember, NRCS has the expectation that you will offer our services to all individuals on an equal basis without discrimination. That’s fully successful. To be outstanding, you need to go beyond just being a “good” employee. It takes extra effort and commitment.

And finally, document what you’ve done. Don’t expect your supervisor to keep a detailed list of your accomplishments. Bring a detailed list of what you’ve done above and beyond “fully successful” in all your appraisal elements and present the information during your appraisal review.

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