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An appraisal system describes the general policies and parameters for the administration of performance appraisal programs in the agency. An appraisal program is the specific procedures, methods, and requirements for planning, monitoring, and rating performance. Programs have to be designed within the boundaries of the system but can be tailored to the needs of the organization.
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Yes. Federal employee appraisal law requires Federal agencies to establish one or more appraisal systems. If an agency finds a need to describe different general policies and parameters for different groups of employees, it can develop more than one appraisal system. However, the Office of Personnel Management anticipates that most agencies will not find it necessary to develop more than one set of general policies and guidelines.
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Yes. OPM is required by statute to approve performance appraisal systems to ensure they meet statutory and regulatory requirements.
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No. Regulations do not require that the appraisal period be ended to change appraisal programs. However, agencies need to remember that the regulations permit only a single rating of record in a given appraisal period.
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Yes. Provided the temporary employees meet the Governmentwide requirements. An agency may exclude an employee who:
is serving in a position under a temporary position for less than 1 year,
agrees to serve without a performance evaluation, and
will not be considered for a reappointment or for an increase in pay based in whole or in part on performance.
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Yes, so long as the employees the agency excludes are covered by another performance appraisal system (unless the employees are in the excepted service and the agency has obtained, from OPM, a separate approval for their exclusion).
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Yes, for excepted service positions only. OPM has the authority to exclude positions not in the competitive service from the requirements when requested by the head of the agency.
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Yes. OPM regulations require agencies to train rating officials on performance management topics (including developing performance plans, providing feedback, appraising and rewarding performance).
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Technically, no. However, agencies need to consider carefully the effect that switching to a different pattern of summary levels may have on employee expectations regarding performance appraisal results and their related consequences. Such expectations are established at the beginning of the appraisal period.
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Whenever 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 OPM for review and approval prior to implementation.
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