Performance Management Appraisal Program at NIH
The HHS Performance Management Appraisal Program (PMAP) runs on a calendar year cycle and is applicable to all General Schedule (GS), Wage Grade (WG, WL, WS), Senior Biomedical Research Service (SBRS), and Title 42 209(f) and Title-42 209(g) employees who are not covered under the HHS Executive Performance Management System (EPMS). The HHS PMAP policy is one component of the on-going process of performance management, which also includes frequent informal feedback, recognition and awards, coaching, skills development, and appropriate corrective action.
HHS Performance Management Appraisal Program (PMAP) Revised
In October 2011, HHS distributed a new PMAP policy that changed the four-level rating system to the same five-level rating system that is in place for SES and Senior-Level T-42 employees. The five ratings levels are:
- Level 5 (Achieved Outstanding Results),
- Level 4 (Achieved More Than Expected Results),
- Level 3 (Achieved Expected Results),
- Level 2 (Partially Achieved Expected Results), and
- Level 1 (Unsatisfactory Results).
NOTE: The NIH will continue to honor all current Collective Bargaining Agreements containing provisions that address performance and will implement this policy consistent with the Agreements and its bargaining obligations under law, rule or regulation. Please check with your Employee and Labor Relations Specialist to determine what impact this has on bargaining unit employees in your work area.
- HHS Performance Management Appraisal Program (PMAP) Policy dated August 2011
- 2012 HHS PMAP Form 704B
- CY13 PMAP Closeout Guidance
- CY 14 PMAP Plan Establishment Guidance
- FY 2015 Award Guidance
- QRG for Awards Dashboard
- nVision Report - FTE Staff by Pay Period End Date
- HHS Performance Management Appraisal Program Changes
- At least one critical element must cascade from the HHS Strategic Plan for FY 2014 - 2018 . Any goal or objective from the Plan may be used and/or all staff may use Goal 2: Advance Scientific Knowledge and Innovation. The "cascade" element should be identified in the following way under the appropriate element in the performance plan: This element supports HHS Strategic Plan Goal 2: Advance Scientific Knowledge and Innovation.
NIH PMAP Guidance
- Seven Performance Management Tips for Supervisors
- Writing Outcomes (Critical Elements)
- Pitfalls to Avoid When Appraising an Employee
NIH Sample Critical Elements
- NIH Sample Critical Elements - Please note: Sample elements should be customized to fit the particular expectations of the position.