1. Human Resources Office, Naples
CNREURAFSWA
Human Resources Office, Naples
Interim Performance Management System (IPMS) Training

2. Objectives Beginning of the Rating Cycle (FY14) Timeline
Performance Plans
Critical Elements
Annual Assessment
Resources

3. Performance Management Cycle
REWARD
November - December
Performance Award Review Board (PARB) deliberations
Compensation Review Board approval
Communicate rating of record and level of recognition
PERFORMANCE PLAN
October
Establish performance expectations
Align employee objectives with organizational goals
MONITOR & DEVELOP
YEAR-Round
ANNUAL APPRAISAL October
Employee self-assessment in TWMS
Rating Official/Supervisor Feedback
Senior Rating Official Approval
Rating & Award Recommendation
PROGESS REVIEW
March
At least one is required
Check progress
Provide feedback
Make course corrections
PROGESS REVIEW
March
Require at least one interim discussion
Check progress
Provide feedback
Make course corrections

4. Timeline 1 Oct: Beginning of FY14 rating cycle
15 Oct: Employee Self Assessments due
30 Oct: Rating Official Assessments due
31 Oct: FY14 Performance Plan created and approved
2 July: Last day to establish or adjust performance plans

5. Performance Plan Requirements
Supervisors must actively engage employees in developing their performance plans
MUST be created within 30 days after:
The beginning of the appraisal period
An employee is permanently assigned to a new position
An employee is assigned to a detail or temporary promotion or reassignment that is expected to last more than 120 days
Employees must have 90 days on a performance plan to be eligible for a rating
Rating period may be extended under special circumstances

6. How to Access Your Assessment

7. Career Stage

8. Critical Element Performance Standard
IPMS Appendix C

9. Framework of DON Interim System
Assess 3-5 critical elements against performance standards
At least one supervisory critical element required for supervisory performance plans
Per CNIC: One Mandatory Critical Element for Supervisors
One Mandatory Critical Element for Managing Classified Information
Include any “Additional Performance Evaluation Requirements” (i.e., auditors, EEO, acquisitions, or those who handle classified materials) IPMS Appendix B
Supported by the Position Description (Certified as Accurate by Mgmt)
Is a work assignment, goal, objective, or responsibility of such importance that unacceptable performance on the element would result in a determination that an employee’s overall performance is unacceptable
SMART Framework from NSPS still advised
Specific and detailed
Measurable
Aligned
Realistic/Relevant
Timed
Dialogue between supervisor and employee is key to effective performance management

10. Performance Plan Finalized
The performance plan must be signed by the Rating Official with concurring signature from the Senior Rating Official
Employee signs document confirming notification of performance standards and critical elements, then returns to RO
All performance plans are filed with the respective POCs
NOTE: All parties should maintain both paper and electronic copies and NO changes may be made to a plan within 90 days of the end of the performance cycle (2 July)

11. Rating Process Steps 1 Write Self-Assessment
Document accomplishments by providing data for all critical elements.
2 Write Supervisory (RO) Assessment
Build on and supplement employee self-assessment.
3 Rate Critical Elements
Determine a base rating for each element using a performance standard.
4 Recommend Rating
Average all element ratings to determine overall recommendation.
Critical Elements
Performance Standards
Reward Recommendation
Policies & procedures
Other relevant standards

12. Annual Rating Process
Annual appraisal is conducted for each employee at the end of the appraisal period
Employees required to provide self-assessments (within 15 days)
Rating Official compares employees’ actual performance to defined performance standards
Two possible ratings of record – ‘acceptable’ or ‘unacceptable’
Each critical element assigned an individual element level
Rating of record is assigned based on individual element levels
Rating Official provides rating and if ‘acceptable’ an award recommendation
Reviewed by Senior Rating official (has final say over rating of record)
PARB will only review reward decisions

13. Unacceptable Performance
If performance is ‘unacceptable’ in any critical element at any time, the Rating Official must take corrective action
Address issues with employee as soon as they become apparent
DO NOT WAIT UNTIL END OF RATING CYCLE
Suggest ways to improve performance
Formally notify employee
Notice of Unacceptable Performance IAW 5 CFR 432
Should ‘unacceptable’ performance continue and opportunity period for improvement pass:
Rating Official may deny or delay WIGI
Rating Official may initiate reassignment
Adverse action may be necessary

14. Acceptable Performance
Framework provides means to recognize and reward employee achievements
If critical element is ‘acceptable,’ Rating Official assigns a reward recommendation based on performance standards
1, 2 or 3
Average of reward recommendations forms basis for potential award amount – can not grieve reward score
Primary means of recognizing employees:
Awards (bonuses)
Quality Step Increases (QSIs)
Awards are neither mandatory nor guaranteed
The only possible Rating of Record in the Interim Performance Management System is ‘Acceptable’ or ‘Unacceptable.’ The framework provided for rewarding employees is for purposes of differentiating between levels of accomplishment and contribution to mission when determining rewards for individual employees and is not the Rating of Record.

15. Performance Awards Standards
Career Stage - Journey
Career
Stage
Rewards
Score
Performance Awards Standard
Journey 1
Completed the stated critical element by achieving results that met applicable standards, policies, procedures, and guidelines.
In achieving job objectives and work assignments, adhered to work/project schedules; organized or prioritized own tasks to complete assignments; adjusted own work priorities to achieve desired results.
Demonstrated ability to work well with others. 2
Effectively accomplished the stated critical element by achieving results that were technically sound, accurate, thorough and documented and met applicable authorities, standards, policies, procedures and guidelines.
Planned, organized, prioritized and scheduled own work activities to deliver the critical element in a timely and effective manner, making adjustments to respond to changing situations as necessary.
Demonstrated high standards of teamwork and cooperation. 3
(Measured in addition to Journey 1 and 2 above)
Achieved outcomes and results that are superior in quality, quantity, timeliness and/or impact to what would ordinarily be expected at this level.
Contributed to organizational performance well beyond what is expected.
Persisted in overcoming obstacles and put forth extra effort to accomplish difficult assignments.
Represented the organization or work unit effectively through model team cooperation.

16. Recommended Award Eligibility
Award Eligibility chart applies to CNREURAFSWA
Only eligible for ONE type of award within given range of scores
Percent of pay
Only qualify for Quality Step Increase (QSI) if receive average score between 2.50 to 3.00.
Average of Critical Element Scores
% of Basic Pay
QSI
1.0 – 1.49
No Award – 1.0%
Not Eligible
1.50 – 2.00
Up to 1.5%
2.01 – 2.49
Up to 2.0%
2.50 – 3.00
Up to 4.0%
Cannot combine Bonus, QSI, and/or Time-off.
QSI only available to anyone who has minimum average score of 2.5.

17. Reference Material Resources
COMNAVREGEURAFSWAINST A, 13 JUN 2013
Interim Performance Management System Policy
IPMS Handbook (Ver2.0)
DoN Fact Sheets
Appendix C (Critical Element Performance Standard)
Region G2 IPMS Site:

18. Questions. Region POC: Robin. Terronez@eu. navy
Questions? Region POC: DSN: NSA POC: Josie Ciccarelli: DSN: