Benefits of the New Performance Management Appraisal Program (PMAP)
One Uniform Performance Plan Program for all of HHS
- There is a uniform approach to performance plan development
- There is one rating methodology (4-tiered, numeric), simplifing matters for HHS and others who may transfer from one OPDIV to another
- The rating cycle for performance plans of covered employees is calendar year, so they can be developed at the same time and ratings will be assigned at the same time
- Covered employees will have just three to five critical elements to identify
Awards and Other Benefits Continue
- Employees are eligible for Within-grade Increases, Quality Step Increases, Time off, Special act/Service, and other awards, in addition to non-monetary recognition
- Performance awards (monetary and otherwise) are linked to ratings and make meaningful distinctions in performance
- Employees continue to be eligible for pay level adjustments, such as locality and cost of living increases
Only One Critical Element Must Derive From Dr. Zerhouni’s 2007 Performance Plan
- Just one critical element must track back to Dr. Zerhouni’s 2007 Performance Plan (.pdf) (.doc) (Replaces the 2007 One HHS Objectives)
Progress And End-Of-Cycle Feedback Discussions Are Required
- Consistent and constructive dialogue during plan establishment, progress reviews, and final rating meetings are a requirement
