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Procurement Forum March 12, 2008 Agenda

Procurement Forum March 12, 2008 Agenda. Welcome Performance Appraisal Rating System and Guidelines 210.S Overview Contractor Performance Evaluations (NF 1680) Closeout Best Practices Wrap-Up. Performance Guidelines (in connection with the Center’s New Rating System).

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Procurement Forum March 12, 2008 Agenda

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  1. Procurement Forum March 12, 2008Agenda Welcome Performance Appraisal Rating System and Guidelines 210.S Overview Contractor Performance Evaluations (NF 1680) Closeout Best Practices Wrap-Up

  2. Performance Guidelines(in connection with the Center’s New Rating System) Procurement Operations Division March 12, 2008

  3. Background • What is new is the 5 tier rating system • In the last 5 years, we’ve gone from Pass/Fail to a 3-tiered system to the 5-tier one • New rating levels and definitions of top 3 • Significantly Exceeds: Performance that consistently exceeds the performance standards to an exceptional degree • Exceeds: Performance that consistently exceeds the performance standards to a high degree • Meets: Performance that fully and consistently meets the performance standards

  4. Key Elements • Performance ratings for these top 3 levels all use the word “consistency” • Distinguishing between these 3 levels shows up in whether you meet defined standards or exceed them and to what degree

  5. Guidelines for 210 • Management Team has been working since November 2007 to more clearly “define,” by performance element, what it takes to Meet each element and how an employee might exceed it • Developed a Performance Guideline document to be posted following this briefing • It is not a checklist • It is not all-encompassing • It is a consolidated effort to describe what will be considered in evaluating performance

  6. Guidelines for 210 (continued) • These guidelines should • Be used when discussing performance with supervisors • Be flexible enough to be used by all skill groups, all grade levels • Be considered helpful and not restrictive in any way • Provide examples of what individuals can do • Assist in developing meaningful IDP’s • Go hand-in-hand with our Attributes for Excellence • Which is more behavior based but does contain some similarities

  7. Recommendations • Review this document as soon as you can to ensure that it is clear to you • Set up a meeting with your supervisor if you need clarification or have a question(s) • Have conversation to further explore “what an item looks like” or “what it doesn’t look like” if something looks too vague or something appears unachievable from where you sit • Discussion can be via one-on-one or in a group setting • Periodically re-review the document and use in preparation for progress and development reviews with your supervisor • Remember it is a guide . . .

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