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Idaho Bulletin 360-7-1October 11, 2006 SUBJECT: PER - Performance Management TO: All Employees, NRCS, Idaho Purpose. To provide guidance for performance planning for Fiscal Year (FY) 2007 and close-out procedures for FY 2006. Expiration Date. September 30, 2007 Action required by: October 31, 2006 As of October 2, 2006, the Performance application in EmpowHR (ICAMS) is fully operational. NRCS will use EmpowHR (ICAMS) for processing performance action for the FY 2007 Performance Appraisal Cycle. Performance Appraisal Cycle The performance appraisal period for all employees is October 1, 2006 through September 30, 2007. All employees should have new performance standards established by October 31, 2006. Performance Appraisal Processing: Supervisors can begin to create FY 2007 performance plans in EmpowHR (ICAMS). Employees should have a direct “line of sight” between performance expectations and the Agency mission and strategic objectives. Performance standards must be aligned with the NRCS Strategic Plan 2005-2010 and the NRCS Business Plan for FY 2007. Each element on the performance form must include the phrase “Links to Strategic Goal/Objective (objective number) and 2007 Business Plan (goal #). The NRCS Strategic Plan 2005-2010 can be found at the following website: http://www.nrcs.usda.gov/about/strategicplan/ and the NRCS FY 2007 Business Plan can be found at: https://my.nrcs.usda.gov/accountability.aspx Performance plans must contain at least three, but no more than ten, elements. Of the elements in the plan, one must be identified as critical and one identified as non-critical. Performance standards should be Specific, Measurable, Achievable, Relevant, and Time-bound (SMART). Performance standards may include quality, quantity, cost-effectiveness, timeliness, and/or manner of performance. Performance plans for supervisors must include stand-alone performance elements for Equal Opportunity/Civil Rights (EO/CR) and supervision that are identified as critical. Staff performance plans must include an EO/CR element that can be stand-alone or included in one of the other critical elements. Policy Clarification There has been confusion related to the 90-calendar day Minimum Appraisal Period. To clarify, employees must serve under performance standards for at least 90 days before they can be given a performance rating or informed that their performance is at an unacceptable level. The rating is given to the employee by the Rating Official (supervisor of record) after review by the Reviewing Official. The Rating Official does not have to have supervised the employee for 90 days in order to rate them. The Rating Official should have input from all supervisors during the performance review period and should consider this point in determining the performing rating. This clarification will be made in the next update of the Performance Management Policy of the General Manual (GM) 360, Part 409.22. Training Aids (attached)
FY 2006 Performance Appraisal Close-out To close out the FY 2006 Performance Appraisal Cycle, Rating Officials will need to manually process performance appraisals on NRCS Form AD-435, Performance Appraisal, and NRCS Forms AD-435A and AD-435B, Performance Plan Worksheet. Performance discussions should be held and employee accomplishments should be documented on Forms AD435-A and B. Ratings of Record must be documented and signed by the Rating and Reviewing Officials. Ratings may not be communicated to employees prior to approval by the Reviewing Official. Documentation is required for each element in which the employee receives a rating of “Exceeds Fully Successful” or “Does Not Meet Fully Successful”. Documentation must show the employee’s performance exceeded or failed to meet the fully successful standard. Documentation of accomplishments for elements that are appraised at the “Meets Fully Successful” are encouraged but not required. Employees will initial and date the form. The original performance appraisal must be sent to the Human Resources office for processing and retention no later than November 1, 2006. A copy is given to the employee and a copy retained by the supervisor. If you have questions on this process, please contact your Area Conservationist or State Office Supervisor. Your Human Resource contact is Sue Ellis at 208-378-5733.
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