Chapter 43 of title 5, United States Code, provides for performance management for the Senior Executive Service (SES), the establishment of SES performance appraisal systems, and appraisal of senior executive performance. Agencies establish performance management systems that hold senior executives accountable for their individual and organizational performance in order to improve the overall performance of Government by:
- Expecting excellence in senior executive performance;
- Linking performance management with the results-oriented goals of the Government Performance and Results Act of 1993;
- Setting and communicating individual and organizational goals and expectations;
- Systematically appraising senior executive performance using measures that balance organizational results with customer, employee, or other perspectives; and
- Using performance results as a basis for pay, awards, development, retention, removal and other personnel decisions.
Agencies develop performance management systems subject to OPM regulations and approval.
The supervisor establishes performance elements and requirements in consultation with the executive and consistent with the goals and performance expectations in the agency's strategic planning initiatives. The supervisor proposes the initial summary rating, based on both individual and organizational performance, and taking into account customer satisfaction and employee perspective.
The executive's initial summary rating is reviewed by a Performance Review Board (PRB). The agency head (or his/her designee) determines the executive's annual summary rating.
Additional performance and compensation information is provided at the below links.