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HHS PMAP Highlights

  • Includes all HHS employees (except for SES, SL/ST, Commissioned Corps, and excluded Title 42) as follows:
    • General Schedule
    • Title 42
    • SBRS
    • Title 38, and
    • Wage Grade l bargaining units
  • Uses cascading concepts to link performance requirements to broad NIH and HHS strategic goals and objectives
  • Uses two critical element categories - Administrative Requirements and Individual Performance Outcomes
  • Numerical Scoring: Five levels possible for individual ratings:
Levels Rating
Achieved Outstanding Results (AO) 5 points
Achieved More Than Expected Results (AM) 4 points
Achieved Expected Results (AE) 3 points
Partially Achieved Expected Results (PA) 2 points
Achieved Unsatisfactory Results (UR) 1 point
  • Links performance awards to summary ratings  
  • Award amounts defined as follows:
Rating Definition
Achieved Outstanding Results (AO) Up to 5.0% of salary, including locality payment or special rate supplement (as of the last day of the rating period- December 31), subject to funds availability. (MANDATORY if funds available)
Achieved More Than Expected Results (AM) Up to 4.0% of salary, including locality payment or special rate supplement (as of the last day of the rating period- December 31), subject to funds availability. (Optional only after all employees rated Achieved Outstanding Results been paid first)
Achieved Expected Results (AE) Up to 3.0% of salary, including locality payment or special rate supplement (as of the last day of the rating period- December 31), subject to funds availability. (Optional only after all employees rated Achieved More Than Expected Results have been paid first)

  • Establishes minimum appraisal period as 90 days
  • Establishes Calendar Year as rating cycle for all employees covered under PMAP, except for Management Interns and Presidential Management Fellows
    • Management Interns' and at-large Presidential Management Fellows' performance cycle will begin in August of each year and end in July, with two performance evaluations being given under their internship
  • Optional requirement for second level review of performance plan or rating
  • Narratives are required to support all Achieved Outstanding Results and Achieved More Than Expected Results ratings where any type of performance award is approved (supervisors may use the same narrative for the summary rating as the justification for the resultant performance award)
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