U.S. Office of Personnel Management - Ensuring the Federal Government has an effective civilian workforce
Performance Management
Archive - Policy
SAMPLE EMPLOYEE NOTIFICATION MEMO
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MEMORANDUM FOR PERFORMANCE MANAGEMENT AND RECOGNITION SYSTEM EMPLOYEES Subject: Termination of the PMRS The Performance Management and Recognition System (PMRS) sunsets on October 31, 1993. Section 4 of Public Law 103-89, The PMRS Termination Act of 1993, provides for the transition of former PMRS employees into their agency Performance Management System (PMS) and the General Schedule (GS) pay plan. This memorandum is your official notification of the expiration of the PMRS and your placement in the PMS and the GS pay plan. A copy of this memo will be placed in your Official Personnel Folder (OPF).1 Effective November 1, 1993, you will continue to be paid at your current rate of pay, as adjusted by any final merit increase, even if that rate is not a designated GS step rate. To help ensure accurate pay administration, agencies will continue to use the pay plan code "GM" (which OPM has redefined to designate GS employees covered by P.L. 103-89) along with the "00" step indicator. You also will become eligible for within-grade increases (WGI's) whenever you complete the applicable requirements. Your last merit increase will be your last equivalent increase for the purpose of beginning your WGI waiting period. This transition will not require a change in your FY 94 performance plan even though you are now covered by the performance appraisal system that applies to other General Schedule employees. If you have any questions about your performance plan, please contact your supervisor. If you have any other questions about your performance appraisal system or your status as a "GM" employee, please contact your servicing personnel office.2 |
1Filing in OPF (and this sentence) would not be necessary if the agency opts to use an SF 50 remark statement indicating the changed definition of the GM pay plan code.
2Agencies should use appropriate language to inform employees about the implications of PMRS termination for performance appraisal in their agency, i.e., whether existing performance plans will need to be modified, whether they will be covered by the performance appraisal system for other General Schedule employees or continue under the former PMRS appraisal system as adapted to conform to PMS requirements, etc.
*IAG or Interagency Advisory Group was a network of Federal civilian human resource professionals. We used this forum to share information and provide updates on the latest developments in performance management and incentive awards.
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