U.S. Office of Personnel Management - Ensuring the Federal Government has an effective civilian workforce

A. The Office of Personnel Management (OPM) is required by statute to review performance appraisal systems to ensure they meet statutory and regulatory requirements. Agencies submit appraisal system descriptions by completing OPM Form 1631 and providing appropriate attachments to that form.

A. Although the list in the regulations covers the major components of an agency system, it does not include some technical, administrative material. The OPM Form 1631 was developed specifically to incorporate all necessary system information and thereby make the approval process as simple and clear as possible.

A. No. However, before any appraisal program developed under a new agency appraisal system can be implemented, the Office of Personnel Management must review and approve the system, which sets out the limits within which all the agency's programs must be developed.

A. Technically, no-the regulations are silent on this issue. However, once an agency's appraisal system has the Office of Personnel Management's approval, the agency is responsible for ensuring that all its appraisal programs comply with the policies and parameters contained within its system. The requirement for and timing of any actual review and approval of such programs are at agency discretion. Nevertheless, the Office of Personnel Management expects that most agencies will include some review and approval process, if only to ensure that program coverage is properly coordinated. That is, because programs must be mutually exclusive, with no employee covered by more than one program, some central oversight of all programs

A. Yes. At any time an agency proposes to change its performance appraisal system to modify a provision that is subject to a regulatory requirement, the agency must submit the changes to the Office of Personnel Management for review and approval prior to implementation.

A. No. The performance appraisal systems contained in Performance Management Plans approved by the Office of Personnel Management prior to September 22, 1995, did NOT need to be changed in any way unless agencies wanted to change them. While the regulations authorize flexibility in the performance management area, they also accommodate older agency systems. Also, a specific regulatory provision in part 430 of title 5, Code of Federal Regulations, ensures that the appraisal systems contained in existing Performance Management Plans remain in effect until changed by the agency.