| n Critical
Results n Performance Indicators n Performance Management Responsibilities |
1. Participating with their supervisor in determining critical results and related performance indicators and revising them as necessary during the rating period;
2. Assuring that they have a clear understanding of their supervisor's expectations and requesting clarification if necessary;
3. Managing their performance to achieve critical results and bringing to their supervisor's attention circumstances that may affect achievement of critical results;
4. Wherever possible, seeking performance feedback from their supervisor and internal and external customers;
5. Participating in discussions of their performance; and
6. Taking action to improve aspects of performance identified as needing improvement.
Supervisors and Managers are responsible for:
1. Determining critical results and performance indicators with employee input and documenting them on the performance plan;
2. Monitoring employee performance during the rating period and communicating with employees on an ongoing basis about their performance;
3. Conducting at least two progress reviews for each employee between the initial annual planning session and the end of the rating period;
4. Wherever possible, obtaining and using feedback from internal and external customers, team members, coworkers, suppliers, or others as appropriate, concerning employee performance;
5. Assisting employees throughout the rating period in improving aspects of performance identified as needing improvement;
6. Preparing the rating of record and meeting with employees to discuss the rating and employee development needs;
7. Recognizing employees who demonstrate high-quality performance and assuring
that there is equity and consistency of consideration for Quality Step
Increases (QSI) in the organization for which they are responsible; and
| REF: n Title 5 USC Ch 43 n 5 CFR Part 432 |
