Frequently Asked Questions Performance Management

An appraisal system describes the general policies and parameters for the administration of performance appraisal programs in the agency. An appraisal program is the specific procedures, methods, and requirements for planning, monitoring, and rating performance. Programs have to be designed within the boundaries of the system but can be tailored to the needs of the organization.

We would not recommend it. Giving employees the choice between different types of awards could have significant tax consequences. Employee choice usually involves the concept of constructive receipt. For more information on this issue see our document, Tax Issues for Awards or contact the IRS.

Governmentwide regulations specify four types of awards that can be given to Federal employees: lump-sum cash awards, honorary awards, informal recognition awards, and time off awards

If an employee transfers from one agency to another, the gaining agency is not obligated to "honor" the time-off award. Therefore, any unused time-off awards are not transferable, unless a special arrangement is made with the receiving agency to honor the time-off award granted by the employee's former agency. Also, the losing agency may not convert the time off to cash and give that cash to the employee.  Unlike other forms of pay for time not worked (e.g., annual and sick leave), employees are not entitled to a time-off award.

No. Each program must use a single pattern of summary levels. To use different summary patterns, agencies must define separate programs and employee coverage to which a single pattern applies. However, more than one program can use the same summary pattern.

Governmentwide regulations do not establish a minimum time that an employee must be under a supervisor before he/she can be rated. Instead, the regulations require that appraisal programs establish a minimum appraisal period (a minimum amount of time that employees must work under a specific set of elements and standards) before they can be assigned a rating of record. As long as a supervisor has the necessary information and the employee has been under an established set of elements and standards for the minimum appraisal period, the supervisor can assign a rating.

A critical element is a work assignment or responsibility of such importance that unacceptable performance on that element would result in a determination the employee's overall performance is unacceptable. Governmentwide regulations require employees have at least one critical element in their performance plans. Critical elements must address performance at the individual level only.

There are no Governmentwide limits on granting time-off awards. However, agencies should establish their own guidelines and limitations on how much time off is appropriate for various employee contributions.