Headquarters U.S. Air Force Integrity - Service - Excellen ce New Beginnings: DoD Performance Management Appraisal Program (DPMAP) CPS Brief (All-Hands Call) Ms. Jolene Cantrell 01/18/2017 1 Agenda Background Air Force Implementation Plan Training Program Comparison Roles and Responsibilities Performance Management Model Recognizing Performance Performance Rating Levels Keys to Success Resources
Questions Integrity - Service - Excellence 2 Background NDAA 2010 (October 2009) Repealed National Security Personnel System (NSPS) Mandated fair, credible, transparent performance management system Executive Order 13522 (December 2009) Allows employees/union reps pre-decisional involvement (PDI) in workplace matters New Beginnings (Spring 2010 Fall 2011) Collaborative labor-management initiative to develop and carry out process to design recommendations Teams met from February 2011 September 2011 Teams jointly developed recommendations which were vetted with OPM and DOD Integrity - Service - Excellence 3 Air Force Implementation Plan Single, one-time implementation phase Apr 2017 (Cycle: 1 Apr - 17 31 Mar 18) Exception AD employees (AFIT, AU, USAFA) : June 2017 Approximately 116.5K primarily GS and FWS
employees Excludes Lab/Acquisition Demo, DCIPS Satisfy bargaining obligations; engage w/labormanagement Develop AF policy/guidance to DoDI 1400.25 Vol 431 Training strategy in partnership with AF/A1D & Air University Develop a culture of employee engagement and continuous feedback Communications, training, and commitment are key Integrity - Service - Excellence 4 Training Training Content - DoD developed 8 lessons 1 Introduction to the Performance Management and Appraisal Program
2 Engaged Employees 3 Continuous Feedback 4 Performance Planning 5 Monitoring Performance 6 Evaluating Performance 7 Recognizing and Rewarding Performance 8 Addressing Performance Issues DoD Developed Course Material Training is mandatory for employees and supervisors Instructor-Led Training (ILT) /Web-based Training (WBT) or a combination of both may be used in AF DoD WBT is available via Joint Knowledge on line (JKO) at: https://jkodirect.jten.mil/Atlas2/faces/page/login/Login.seam Air University is developing a supplemental Interactive Learning-Skills sessions (More to Follow) Integrity - Service - Excellence 5 UNCLASSIFIED//FOR OFFICIAL USE ONLY
Recommended Training Roll-Out Phase 1 (Jan 17): In-person training on first three lessons and key points from the remaining four lessons Auditorium setting Phase 2 (Jan-Mar 17): Small training classes on how to write elements and standards (SMART concept) Small training classes on how to use the appraisal tool Phase 3 (May 17): In-person/CBT training on continuous feedback/monitoring performance/addressing performance issues Phase 4 (Jan-Mar 18): In-person/CBT training on evaluating performance Execute Posture Develop 6 Civilian Performance Program Comparison Defense Performance Mgmt and Appraisal Program Air Force Civilian Performance Program Covered Employees: All DoD appropriated fund civilian employees
(i.e., GS, FWS, GL, GP, AD) except those: 1) excluded under applicable laws or 2) covered by other performance mgmt systems as established through applicable regulations (i.e., DCIPS, AcqDemo, LabDemo, SES) GS and FWS employees Appraisal Cycle (NO CHANGE) 1 April through 31 March 1 April through 31 March Rating Pattern 3-Level, 5-3-1 Outstanding, Fully Successful, Unacceptable 2-Level, 3-1 Acceptable, Unacceptable Performance Elements:
All performance elements must be critical; A minimum of one critical element is required; maximum of 10 elements; The number of supervisory critical performance elements will equal or exceed the number of non-supervisory (technical) performance elements Performance elements are critical; Minimum of 1 critical element reqd; Supervisors, managers, and personnel with EEO responsibility shall have a critical element on EEO Integrity - Service - Excellence 7 Civilian Performance Program Comparison (Cont) Defense Performance Mgmt and Appraisal Program Air Force Civilian Performance Program Performance Discussions: (NO CHANGE) Minimum of 3 documented performance discussions during the appraisal cycle 1. Initial performance plan meeting, 2. Minimum of one progress review, and 3. Final performance appraisal discussion
Three documented performance discussions during the appraisal cycle 1. Initial performance plan meeting, 2. At least one progress review, and 3. Final performance appraisal discussion Rating Levels/Criteria: Level 5 Outstanding: The average score of all critical element performance ratings is 4.3 or greater, with no element rated a 1 (Unacceptable) Level 3 Fully Successful: The average score of all critical element performance ratings is less than 4.3, with no element being rated a 1 (Unacceptable) Level 3 Acceptable: All critical elements are rated Meets Level 1 Unacceptable: Any critical element rated as 1 Level 1 Unacceptable: Any critical element is rated Did not meet Integrity - Service - Excellence 8 Civilian Performance Program Comparison (Cont) Narrative
Summary: Defense Performance Mgmt and Appraisal Program Air Force Civilian Performance Program Must be provided for each element rated Outstanding or Unacceptable Encouraged for each rated performance element Not required Impact on Mission Accomplishment is mandatory for GS14s/15s Award Justification required if award recommended Automated performance appraisal tool: The MyPerformance appraisal tool is the only automated tool authorized to create, review, and approve performance plans, document modifications, progress reviews, employee input, and
performance appraisals No AF-wide automated appraisal tool. Form(s): DD Form 2906, DoD Performance Plan, Progress Review, and Appraisal AF Form 860, Civilian Performance Plan or AF Form 1003, Core Personnel Document documents the employees Performance Plan AF Form 860B, Civilian Progress Review Worksheet documents the Progress Review AF Form 860A, Civilian Rating of Record documents the Performance Evaluation and Rating of Record Documents the Employee Performance Plan, Progress Reviews, and the Final Performance Appraisal Integrity - Service - Excellence 9 ROLES AND RESPONSIBILITIES Employee Supervisor/Rating Official Develops performance plan with employee input, based on duties/responsibilities and linked to organizational mission and goals Communicates outcomes and
expectations to employees Monitors performance and adjust plan as required Provides feedback and assists employees in improving performance Prepares rating record with narrative justification Provides timely recognition of highquality performance Address early any decline in performance Immediately address a probationary employees unsuccessful performance/conduct Integrity - Service - Excel Participate in and provide input to the development of the performance plan and any revisions Gain clear understanding of supervisors expectations and request clarification Manage performance to attain performance elements and standards Prepare/participate in performance discussions Higher Level Reviewer
AF Sr Leaders are considering HLR for all Ratings of Record Reviews and approves any rating of record of Unacceptable Ensures subordinate rating officials execute the performance management process within established guidelines and timelines lence 10 9 Performance Management Model Performance Plan Performance Elements Performance Standards Develop and Communicate Performance Expectations Modifying the Plan
Continuous Monitoring of Performance Performance Discussions Progress Reviews PLANNING MONITORING EVALUATING Preparation and submission of Performance Appraisal Descriptions of performance Rating Levels Rating Employee Performance Integrity - Service - Excellence 11 Recognizing Performance NonMonetary Recognition Appreciative Feedback Time-Off
Award Promotion Salary Increase Cash Award Public Recognition Thank you Challenge Coin Must adhere to ethical spending limit guidelines, 5 CFR 2635 and DoDI 1400.25, V451. Integrity - Service - Excellence 12 Performance Rating Levels 5 Outstanding
3 Fully Successful 1 Unacceptable Produces exceptional results or exceeds expectations Handles roadblocks/issues exceptionally well Widely seen as an expert Exhibits the highest standards of professionalism Effectively produces the specified outcomes and sometimes exceeds them Consistently achieves targeted metrics Proactively informs supervisor of potential issues or roadblocks Achieves goals with appropriate level of supervision Does not meet expectations for quality of work; fails to meet many of the required results for the goal Is unreliable; makes poor decisions Lacks or fails to use skills required
Requires much more supervision than expected Integrity - Service - Excellence 13 MyBiz+ for Managers & Supervisors Integrity - Service - Excellence 13 KEYS TO SUCCESS Communication Open, two-way dialogue between employees and supervisors Labor-management collaboration Share incrementally as information is known Ask questions Training Actively participate in mandatory performance management training Allow time to gain new knowledge, understanding and skills Leadership Support Maximize the program features, linking performance to mission Support visible, active involvement from all levels of leadership Support DPMAP implementation Contact your HR team Model your personal commitment Patience, we are in this together. Change in our culture takes time. Integrity - Service - Excellence 14
Resources DoD New Beginnings https://dodhrinfo.cpms.osd.mil/New-Beginnings/Pages/Home1.aspx DoDI 1400.25 Vol 431, DoD CPMS: Performance Management and Appraisal Program http://www.dtic.mil/whs/directives/corres/pdf/140025_vol431.pdf MyPers New Beginnings Article and FAQs: https://mypers.af.mil/app/answers/detail/a_id/30969 Web-Based Training JKO https://jkodirect.jten.mil/Atlas2/faces/page/login/Login.seam Integrity - Service - Excellence 16 Questions Integrity - Service - Excellence 17
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