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

1. 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. 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 Performance Plan Requirements

6. How to Access Your Assessment https://twms.nmci.navy.mil/login.asp

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

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.

17. Reference Material • Resources • COMNAVREGEURAFSWAINST 12430.1A, 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: https://g2.cnic.navy.mil/TSCNREURAFSWA/N1/N13HumanResources/default.aspx

18. Questions? Region POC: Robin.Terronez@eu.navy.milDSN: 314-626-6794NSA POC: Josie Ciccarelli: Giuseppina.Ciccar.IT@eu.navy.milDSN: 314-626-5767