Transcript Document 7164359

Performance Management
System for Non-Supervisory
Employees
End of First Rating Cycle Briefing – 9/30/06
U. S. DEPARTMENT OF ENERGY
Oak Ridge Office
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Coverage:
DOE Non-Supervisory Employees in
Competitive Service General Schedule
and Excepted Service positions
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2006 End of Year Process
September 30, 2006 – End of rating cycle
Rating Period 1/01/06 to 9/30/06 for most
employees
October 23, 2006 – Deadline for finalizing
performance ratings (unless extended to
meet minimum 90 days)
October 27, 2006 – Deadline for submitting
completed appraisals to HR
Minimum appraisal period - 90 calendar days.
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2006 End of Year Process
cont
Can only be extended up to 45 days
If unable to meet 90 days with a 45 day
extension – employee gets assumed ME
October 30, 2006 – Deadline for new
performance plans to be in place for FY 2007
December 31, 2006 – Deadline for payment
of FY 2006 performance awards
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Key Features
Four-Level Performance Appraisal
System:
Significantly Exceeds Expectations
 Meets Expectations
 Needs Improvement
 Fails to Meet Expectations

Standards Written at the “Meets
Expectations” Level
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Key Features (cont.)
Two to Five Critical Elements assigned
variable weights to reflect their relative
degree of importance:
1. Specific Job Responsibilities
One – Four Critical Elements
 ORO – Mandatory Four Elements
 Elements weighted 30, 30, 15, & 15 (ORO)

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Key Features (cont.)
2. Employee Attributes – Critical Element
Five Attributes
 Attribute 1 – Responsibility and Accountability
 Attribute 2 – Communication
 Attribute 3 – Teamwork
 Attribute 4 – Innovation/Quality Improvements
 Attribute 5 – Customer Service
 All Attributes weighted at 2 points (ORO)

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ORO Elements and Weights for
Non-supervisory Employees
4 Job-Specific Elements

Weights: 30, 30, 15, & 15
Employee Attributes

Weights: All weighted at 2 points
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Employee Responsibilities for
Appraisal
Reporting on the status of assignments
during the year, including any problems which
may prevent their successful completion
Maintaining records on work outputs for use
during progress reviews and appraisal
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Rating/Reviewing Official
Responsibilities
Provide subordinates opportunity for input to rating
Coordinate rating with reviewing official, other
management, and HR as needed
Ratings MUST be concurred with by the reviewing
official prior to discussion with employee
Conduct an appraisal meeting/discussion with the
employee to provide the performance appraisal
Assure that the organization’s performance ratings
correspond to organizational productivity or
effectiveness
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DERIVING FINAL RATINGS
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Assigning Weights
to Critical Elements
Total weight assigned to all critical
elements must equal 100 by using the
following proportions:
Specific Job Responsibilities Critical
Elements = 90
 Employee Attributes Critical Element = 10

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Weights for Critical Elements
Weights were initially assigned during the
plan development stage.
Weights may be adjusted, along with other
related factors, during the progress review
stage, consistent with Mgmt policy.
Weights may need to be re-distributed for the
final performance rating if no opportunity to
perform under one or more elements.
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Weights for Critical Elements (cont)
Coordinate with HR before adjusting
weights.
Weight for “unused” job specific element
will be distributed to other job specific
elements.
Weights for Attributes should not be
redistributed.
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Computing the Summary
Performance Rating
Each Element has a numerical weighting
Each rating level has an assigned point value
Multiplying these gives score for each
element
Similar “sub” process for Attributes
Add resulting #s to get a total
Total score dictates summary rating (unless
an element was rated FME)
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Computing the Summary
Performance Rating (cont)
Element and Attribute Rating Levels and
Assigned Point Values:
Significantly Exceeds Expectations (SE) =
1 point
 Meets Expectations (ME) = .5 point
 Needs Improvement (NI) = 0 points
 Fails to Meet Expectations (FME) =
Results in a Summary Rating of FME

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Computing the Summary
Performance Rating (cont.)
Rating Levels:
SE
ME
NI
FME
Point Ranges
80 - 100
50 - 79
49 and below
any score with at least 1
critical element rated FME
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Computing Summary
Performance Ratings
Example #1-a
Job Specific
Critical Element Rating Weight
Recruitment
SE
30
Classification
ME
30
E/LMR
SE
15
HR E-Systems
ME
15
Pts
1
.5
1
.5
Score
30
15
15
7.5
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Computing Attribute Ratings
Scores
Example #1-b
Employee Attributes Element
Attribute
Rating Weight
Resp & Acc’t
SE
2
Communication SE
2
Teamwork
ME
2
Innov/ Qual Imp. ME
2
Cust Svc
ME
2
Totals
10
Pts
1
1
.5
.5
.5
Score
2
2
1
1
1
7pts
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Computing Summary
Performance Ratings
Example #1-c
Critical Element Rating Weight
Recruitment
SE
30
Classification
ME
30
E/LMR
SE
15
HR E-Systems
ME
15
Attributes
10
Totals
100
Pts
1
.5
1
.5
Score
30
15
15
7.5
7
74.5pts
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Overall Performance Ratings
Rating of 74.5 = 75 = ME
(Ratings are rounded up)
Rating Levels:
SE
ME
NI
FME
Point Ranges
80 - 100
50 - 79
49 and below
any score with at least 1
critical element rated FME
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Performance Awards Eligibility
System Provisions
Mandatory Awards: SE
Discretionary Awards: ME
No Awards: NI or FME
ORO Policy
No Performance awards below SE
ME will still be eligible for Special Act Awards
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Performance Award Amounts
ORO Policy on awards to employees
rated Significantly Exceeds
Expectations:
SE/95-100 pts
5%
 SE/80-94 pts
3%
 ME: Eligible for Special Act Award
 Maximum Performance Award approved
locally -- $7,500

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Timetable
September 30, 2006 – End of first rating cycle
October 23, 2006 – Deadline for finalizing
performance ratings
October 27, 2006 – Deadline for submitting
completed appraisals to HR
December 31, 2006 – Deadline for payment
of FY 2006 performance awards
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If you have any questions about this
new performance management system,
please contact your assigned Human
Resources Specialist for assistance.
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HR Assigned Specialists
Office of Manager
Public Affairs Office
Diversity Programs
Partnerships & Program Development
Office of Chief Counsel
AM Security & Emergency Management
Office of Nuclear Fuel Supply
AM Administration
AM Environmental Management
Office of Chief Financial Officer
AM Science
AM Environment, Safety & Health
OSTI
PNSO
TJSO
Carol Aytes – 576-9586
Carol Aytes – 576-9586
Carol Aytes – 576-9586
Phil Barker – 574-2636
Phil Barker – 574-2636
Edward Dunbar – 576-0670
Edward Dunbar – 576-0670
Brad Thompson – 576-4496
Jill Stephenson – 576-0677
Phil Barker – 574-2636
Phil Barker – 574-2636
Carol Aytes – 576-9586
Adolphus Brown – 576-4757
Adolphus Brown – 576-4757
Adolphus Brown – 576-4757
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