Performance Management Performance Management FAQs

Performance Planning - Teams

• Can individual critical elements be written to appraise the individual's contribution to the team? View more
  Yes.  The individual critical element must describe performance that is reasonably measured and controlled at the individual employee's level.  Such performance includes individual contributions to the team, but does not include team performance.
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• When deriving a rating of record above "Unacceptable," can an agency assign greater weight to non-critical elements that describe team performance in order to emphasize their importance? View more
  Yes. An agency can design procedures for deriving a rating of record that assign greater weight to non-critical elements (which may be used to measure team performance and may affect the rating of record) than to critical elements.  If desired, in summarizing overall performance at or above the "Fully Successful" level, agencies can make distinctions on the basis of team performance alone.
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• How else might an agency emphasize the importance of team performance, without using critical or non-critical elements? View more
  The importance of team performance can be emphasized through the creation of appropriate awards.  Where goals are reasonably stable, measurable and achievable, agencies may wish to establish incentive awards that are granted on the basis of achieving team performance objectives or sharing savings from gains in team efficiency and productivity among team members.
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• Can an agency use critical elements that address team performance? View more
  The law intends critical elements to be used to establish individual accountability.  This restriction is clearest for non-supervisory employees who may be serving as team members.  Consequently, critical elements generally are not appropriate for identifying and measuring team performance, which by its definition involves shared accountability. A supervisor or manager can and should be held accountable for seeing that results measured at the group or team level are achieved.  Critical elements assessing group performance may be appropriate to include in the performance plan of a supervisor, manager or team leader who can reasonably be expected to command the resources and authority necessary to achieve the results (i.e., be held individually accountable). However, agencies can use other ways to factor team performance into ratings of record or other performance-related decisions, such as granting awards.  One approach to bringing team performance into the process of deriving a rating of record, and certainly to the process of distributing recognition and rewards, is to establish team performance goals within the team members' performance plans as either non-critical or additional performance elements.
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