“Unlock the Opportunity of your Self Assessment”

1. “Unlock the Opportunity of your Self Assessment” 5 Quick Guidelines for Leveraging your Annual Assessment

2. Self-Assessment as an Opportunity • The Self-Assessment can be more than just another “task”. This is your opportunity to list the facts about what you have done during the performance period.

3. How to Leverage The Self-Assessment Follow these 5 quick guidelines to LEVERAGE the opportunity of the self-assessment. After all, the self-assessment is how you influence your performance appraisal. It will serve as a starting point or foundation for your Rating Official (RO).

4. GUIDELINE 1: RESTATE performance objectives. “Restating objectives gives your supervisor a clear picture of how well you understood performance expectations.”

5. GUIDELINE 2: Focus on Achievements rather than tasks. “Emphasize achievements not the steps you took to create the results – in other words, focus on the RESULT, and use this result to show how you successfully carried out your job.”

6. GUIDELINE 3: Make the Connection between what you did (your results) and how your work helped the organization. “Link your results to N-Code goals. Explain how the organization benefited from what you achieved or contributed. Do this by describing tangible results.”

7. GUIDELINE 4: Cite instances where your actions or conduct were critical to the results achieved. “Everyone does a job differently. Show how your behavior and how the unique way you handled situations contributed to a successful result.”

8. GUIDELINE 5: Describe any challenges you faced and how you overcame them . “Overcoming challenges is an important part of the overall performance rating. Challenges may be technical or interpersonal in nature. They may also involve the ability to succeed despite limited resources or difficult circumstances.”

9. “Unlock the Opportunity of your Self-Assessment” Follow these guidelines to create a self-assessment that tells the facts about your performance and links what you’ve done with your organization’s mission. A successful performance appraisal starts with you!

10. Sources for Recalling Actions • E-mail Files • Word/Excel Documents • Shared Drive File/Folders • Staff Meeting Minutes • Department Calendar of Events • Personal Calendars • Kudos

11. Grouping Your Accomplishments • Review Performance Log • Group Items Under a Critical Element • Consolidate Similar Items

12. Drafting a Self Assessment • Concise Action • Result • Factual/Specific • Accurate Role

13. Drafting a Self Assessment • Begin with an action word • Departments may provide more specific guidance on length of a self-assessment • May write more than one self-assessment to address a critical element • May have a self-assessment that applies to more than one critical element

14. Employee Performance Log • Corrected 65 QC errors during a 2 week period (1 – 12 May 12) as part of a major QC effort • Corrected 20 QC errors during a 1 week period (15 – 19 May 12) as part of a major QC effort • Corrected 15 QC errors during a 1 week period (22 – 30 May 12) as part of a major QC effort Consolidated Self-Assessment: Corrected 100 QC errors during the month of May as part of a major QC effort.

15. Revised Self-Assessment Corrected 100 QC errors during the month of May as part of a major QC effort. This facilitated a smooth conversion to a single DCPDS database for employees serviced by the branch. Concise Action Result Factual/Specific Accurate Role

16. Significant Accomplishments Not Covered by Critical Elements - Collateral Duties - Special Assignments - Details

17. SAMPLE CRITICAL ELEMENTS I.P. Emess is a Supervisor working in N8 and is required to handle classified information. She has two mandatory DoN Critical Elements, and three Supervisory Critical Elements for her other duties: Critical Element 1: Supervisory (DoN Mandated) Critical Element 2: Managing Classified Information (DoN Mandated) Critical Element 3: N8 Supervisory Critical Element 4: Budget ExecutionCritical Element 5: POM/PR Assist

18. SAMPLE CRITICAL ELEMENTS Critical Element 1: Supervisory (DoN Mandated) “Manages an aligned, engaged, and high-performing team through leading by example and developing and executing a mission-aligned vision for the organization. Creates a positive, safe work environment that allows employees to excel. Upholds high standards of integrity and ethical behavior. Performs all supervisory duties including: • Ensuring compliance with applicable laws, regulations, and policies including Merit System Principles and Prohibited Personnel Practices; • Effectively attracting and retaining a high-caliber workforce and acting in a responsible and timely manner on all steps in the recruitment and hiring process; • Providing opportunities for orientation and tools for enabling employees to successfully perform during the probationary period and beyond; • Ensuring that an Individual Developmental Plan (IDP) is drafted and in place for all employees annually; • Identifying current and future position requirements to ensure that recruitment is appropriately focused and timely; • Completing all performance management tasks in a timely manner including clearly communicating performance expectations throughout the appraisal period, holding employees accountable, making meaningful distinctions in performance and rewarding excellent performance, promoting employee development and training, and promptly addressing performance and conduct issues ; • Acting as a good steward of public funds; • Maintaining a safe work environment and promptly addressing allegations of noncompliance; • Ensuring that Equal Employment Opportunity (EEO) principles are adhered to throughout the organization and promptly addressing allegation of discrimination, harassment and retaliation.”

19. SAMPLE CRITICAL ELEMENTS Critical Element 2: Managing Classified Information (DoN Mandated) for Supervisor Classified information, material and documents held by the command is safeguarded, protected, and maintained by the employee in accordance with established regulations, policies and in compliance with SECNAV 5510.36A. Required certification and trainings in the requirements for marking, handling, safeguarding and transmissions of classified information, is obtained and maintained up-to-date by the employee. Protected Information Distribution Networks and Security containers are properly identified utilizing SF700 forms and following safety and security instructions and protocols. Established procedures for daily check of security containers and securing of areas designated for classified material processing is followed. Verify all new employees have undergone the proper personal investigation.

20. SAMPLE CRITICAL ELEMENTS Critical Element 3: N8 Supervisory Sustain a high-performing CENEODDIVE N8 organization by promoting a total force readiness environment in which employees may excel through continuous communication of performance expectations, accountability, and attention to employee development. Performance planning, monitoring, rating, and rewarding tasks are accomplished as required. Maintain fairness and equity in arriving at recommendations for selection and performance payouts. Promote and encourage diversity of contribution toward the attainment of organizational goals. Maintain high standards of integrity, ethics, and merit-based decisions. These supervisory responsibilities will be performed accurately and on time 90% of the time.

21. SAMPLE CRITICAL ELEMENTS Critical Element 4: Budget Execution Contribute to the established Bureau of Naval Personnel Systems (BUPERS) Financial Efficiency Indicator (FEI) goal by monitoring active year fund status for assigned programs. Review/compare obligations against established monthly targets and plans. Conduct monthly, quarterly and tri-annual reviews of the CENEODDIVE domain budget, and address all deviations above published thresholds with the appropriate learning site. Support financial related data calls within designated time periods. Coordinate with other military services, as well as other Navy organizations, for funding issues impacting the CENEODDIVE domain. Manage the oversight of spending plans to ensure obligation rates remain within accepted levels. Ensure the readiness for, and/or successful completion of, any budgetary reviews or inspections. Conduct audits or inspections as required or as necessary. Ensure compliance and fiscal responsibility by the learning sites.

22. SAMPLE CRITICAL ELEMENTS Critical Element 5: POM/PR Assist Provide analytical support and assistance to N3 for the MPTE POM/PR process. Analysis/support will include the development of POM/PR issues, briefs and data calls for submission to higher authority as needed or required. Review inputs as related to budget requirements submitted by learning sites IAW with published POM guidelines and time lines. Completion of this objective supports the MPTE strategic goal of an agile and cost efficient organization.

23. SAMPLE SELF-ASSESSMENT Critical Element 2: Managing Classified Information (DoN Mandated) for Supervisor Classified information, material and documents held by the command is safeguarded, protected, and maintained by the employee in accordance with established regulations, policies and in compliance with SECNAV 5510.36A. Required certification and trainings in the requirements for marking, handling, safeguarding and transmissions of classified information, is obtained and maintained up-to-date by the employee. Protected Information Distribution Networks and Security containers are properly identified utilizing SF700 forms and following safety and security instructions and protocols. Established procedures for daily check of security containers and securing of areas designated for classified material processing is followed. Verify all new employees have undergone the proper personal investigation. Self-Assessment: I achieved expected results by effectively carrying out established supervisory responsibilities in regards to managing classified information as stated in my critical element. I demonstrated adequate safeguarding of materials and protected and maintained classified materials in accordance with established policies and compliance with SECNAV 5510.36A. I instituted measures to check daily for security violations and provided timely feedback. I established priorities and coordinated efforts and procedures in securing designated areas. I verified that all new employees have undergone the proper personal investigation. Rating Official Assessment: I concur with the employee’s self-assessment. I.P. has demonstrated professionalism in this area, and established this as a priority and coordinated this tasking with work across projects, programs, and people.

24. SAMPLE SELF-ASSESSMENT Critical Element 3: N-8 Supervisory Sustain a high-performing CENEODDIVE N8 organization by promoting a total force readiness environment in which employees may excel through continuous communication of performance expectations, accountability, and attention to employee development. Performance planning, monitoring, rating, and rewarding tasks are accomplished as required. Maintain fairness and equity in arriving at recommendations for selection and performance payouts. Promote and encourage diversity of contribution toward the attainment of organizational goals. Maintain high standards of integrity, ethics, and merit-based decisions. These supervisory responsibilities will be performed accurately and on time 90% of the time. Self-Assessment: Work requirements and goals are defined, communicated and assigned considering the strengths and developmental needs of each staff member. Pay grades and position descriptions are also taken into consideration when assigning projects. Upon completion, tasks and assignments are reviewed for accuracy and efficiency. Meetings are regularly held in an effort to provide support and encouragement to the staff for the vast amount of work regularly performed. Feedback, either positive or negative, is provided and used as a tool for coaching and instructing in helping to develop and improve skills. Work performance and ethical behavior is of the highest standards and both serve as a tool for motivation and mentoring. Always exhibits the highest standards of professionalism. Merit System Principles are used as a basis for supervising, counseling, and performance ratings of personnel. Time is spent with each staff member individually in identifying their developmental needs and required training. Assignments are designed to help address and challenge those developmental needs. Supervisory contributions are exemplary as demonstrated by the accuracy and timeliness of all required data call submissions. Rating Official Assessment: As a senior supervisor I.P. has always ensured that Merit System Principles are the basis for her interactions with her staff. She has ensured her staff has met or exceeded all the annual training requirements including, but not limited to, Diversity, POSH, PII, ATFP, Risk, ECATTS, etc. She also frequently updates all her staff on the latest Appropriation Law requirements. She has also ensured that her staff can continue to grow both personally and professionally. Career goals are discussed/reviewed, training sessions, and conference attendance were also scheduled for her staff to allow for professional growth. While I.P. is the N8 Dept. Head she still works diligently to mentor, counsel, and coach her staff to ensure optimum success by the individual. Because of her efforts the N8 staff continues to meet all mission/goals of the organization. I.P. is always proactive and is continually looking for innovative methods to improve her staff and ensure that her Dept stays ahead on all budgeting updates in an evolving NETC/OPNAV process. I.P. has always shown a high standard of professionalism, work performance and ethical behavior. She provides clear guidance, and proactively institutes measures to foster increased productivity and safety.

25. SAMPLE SELF-ASSESSMENT Critical Element 5: POM/PR Assist Provide analytical support and assistance to N3 for the MPTE POM/PR process. Analysis/support will include the development of POM/PR issues, briefs and data calls for submission to higher authority as needed or required. Review inputs as related to budget requirements submitted by learning sites IAW with published POM guidelines and time lines. Completion of this objective supports the MPTE strategic goal of an agile and cost efficient organization. Self-Assessment: Now serves as more of an assist instead of the lead for our POM/PR submissions. Analysis/support includes the development of POM/PR issues, briefs and data calls for submission to higher authority. Is frequently consulted by others, be it other services such as Army, Air Force, etc., members of other agencies, or other members of our command, because of depth and breadth of understanding of organizational structure/requirements and the internal and external factors having an impact. Takes every opportunity to use this knowledge to make contributions that have an impact beyond the N8 office and that help to serve, help and support our students. Rating Official Assessment: I.P. is a critical part of CEODD's POM team. Her understanding of the POM/PR process, our baseline/labor issues, and OCO funding allows her to be an invaluable member during the never ending POM process. She was/is a key player in the development and the presentation of the domains POM15 submission to the SEWTC (first time we ever used that process). With the POM process in a state of flux, due to OPNAV reorganization, I.P.’s ability to take ever changing direction from higher authority and help mold a solid POM presentation helped ensure that we again validated and exceeded our FY15 resource requirements. I.P. continues to be the resident expert on the domains short and long term resource requirements and contributed results well beyond was expected in terms of quality, quantity, timeliness, and impact. I.P. understands the unique issues related to CEODD being the Single Manager for DOD EOD and Diving and how this relates to all ongoing POM issues. Maximum flexibility is required in today's evolving POM process and I.P. has the analytical/people skills to problem solve, and provide innovative measures to foster increased productivity. She created new and innovative methods and processes, and modeled teamwork, cooperation, and exemplary leadership. Her outcomes contributed to N8 in helping to exceed its mission goals and objectives for the year.

26. How Did I.P. Emess Rate? Critical Element 1: Supervisory (DoN) = 3 Critical Element 2: Classified Info. (DoN) = 1 Critical Element 3: N-8 Supervisory = 2 Critical Element 4: Budget Execution = 3 Critical Element 5: POM/PR Assist = 3_ Total = 12 12 / 5 = 2.4

27. QUESTIONS?