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Senior Executive Service (SES) and Organizational Performance Management System |
Title 42 Senior-Level Scientist Performance Management Plan |
Performance Management Appraisal Program (PMAP) |
| Coverage |
All SES members. |
ONLY Title 42 209(f):
- NIH Deputy Directors
- IC Directors
- IC Deputy Directors
- Scientific Directors
- Clinical Directors
- Directors of extramural programs who report directly to an IC Director
- Associate Directors in the NIH OD & Office Heads in the NIH OD who report directly to the NIH Director
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- General Schedule (GS)
- All other T-42 209(f) and T-42 209(g)
- Senior Biomedial Research Service (SBRS)
- Wage Grade (WG, WL, WS)
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| Rating Cycle |
Fiscal Year (FY) - October 1 to September 30) |
Calander Year (CY) - January 1 to December 31 |
| Minimum Appraisal |
At HHS, employees may be rated only after completing a minimum of 90 days on a plan. |
| Performance Plan Focus |
Stretch Goals: May be developed to cross-over several critical elements or a combination of all three critical elements. Not required and does not affect the summary rating level.
Three Critical Elements:
- Executive Leadership: Focus on the five OPM Executive Core
Qualifications( ECQs) that reflect HHS executive core competencies.
- Management Results: 8 sub-elements, aligned with the HHS
Strategic Plan, Annual Plan, approved budget, OPDIV goals and
objectives, and contribute to the achievement of the President's
Management Agenda Green Standards for Success/Proud-to-Be
5 Goals. May add additional performance requirements as
appropriate. Metrics address significant managment improvements.
- Program Results: Prevention initiative sub-element applicable to all.
Additional 5 sub-elements must be developed, each with at least one
outcome metric with specific target results achievable during FY08.
All critical elements weighted equally. |
Critical Elements:
- Administrative Requirements: Separate
section for supervisors; separate section
for all other employees.
- 3 - 5 Individual Performance Outcomes
(i.e., critical elements): Developed by
employee and supervisor.
All critical elements weighted equally. |
| Type of Rating System |
Four level rating system (Exceptional, Fully Successful, Minimally Successful, Unacceptable) |
| Summary Ratings |
All critical elements must be rated "Exceptional" to receive a final
summary rating of "Exceptional." |
- Numerical scoring methodology (5 = E; 3 = FS; 2 = MS; 1 = U)
- Critical elements combined and averaged to yield a final summary rating
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| Assessments |
Written executive self-assessment and supervisory narrative
required to justify final summary rating. |
Written supervisory narrative required for employees receving an award. If no award, written supervisory narrative required only for ratings less than Fully Successful. |
| Recognition |
Pay increases and bonuses linked to final summary rating.
Performance Award:
- "E" rating: 8 - 12% (mandatory)
- "FS" rating: 5 - 7% (optional)
Bonus:
- "E" rating: 4.1 - 6% (mandatory)
- "FS" rating: up to 4% (optional)
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- Performance awards linked to final summary rating. Award not madatory regardless of rating.
- Director, NIH determines performance awards for:
- IC Directors,
- IC Deputy Directors, and
- Scientific Directors
- ICs determine performance awards for all other T-42 209(f).
NCC review may be required in
certain cases.
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Performance awards linked to performance ratings.
Subject to funds availability:
- "E" rating: will receive 2.5 - 5% of base
pay including locality pay or employees
rated "Exceptional" may receive a
Quality Step Increase (QSI) in lieu of a
performance award.
- "FS" rating: may receive up to 2% of base
pay including locality pay. Not eligible
for a QSI.
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