Headquarters U S Air Force Integrity Service Excellence

Headquarters U. S. Air Force Integrity - Service - Excellence New Beginnings: Do. D Performance Management Appraisal Program (DPMAP) CPS Brief (All-Hands Call) Ms. Jolene Cantrell 01/18/2017 1

Agenda § § § Background Air Force Implementation Plan Training Program Comparison Roles and Responsibilities Performance Management Model Recognizing Performance Rating Levels Keys to Success Resources Questions Integrity - Service - Excellence 2

Background § NDAA 2010 (October 2009) Ø Repealed National Security Personnel System (NSPS) Ø Mandated fair, credible, transparent performance management system § Executive Order 13522 (December 2009) Ø Allows employees/union reps pre-decisional involvement (PDI) in workplace matters § “New Beginnings” (Spring 2010 – Fall 2011) Ø Collaborative labor-management initiative to develop and carry out process to design recommendations Ø Teams met from February 2011 – September 2011 Ø Teams jointly developed recommendations which were vetted with OPM and DOD Integrity - Service - Excellence 3

Air Force Implementation Plan § Single, one-time implementation phase § Apr 2017 (Cycle: 1 Apr - 17 31 Mar 18) § Exception AD employees (AFIT, AU, USAFA) : June 2017 § Approximately 116. 5 K primarily GS and FWS employees § Excludes Lab/Acquisition Demo, DCIPS § Satisfy bargaining obligations; engage w/labormanagement § Develop AF policy/guidance to Do. DI 1400. 25 Vol 431 § Training strategy in partnership with AF/A 1 D & Air University § Develop a culture of employee engagement and continuous feedback § Communications, training, and commitment are key Integrity - Service - Excellence 4

Training n Training Content - Do. D developed 8 lessons 1 – Introduction to the Performance Management and Appraisal Program 2 – Engaged Employees 3 – Continuous Feedback 4 – Performance Planning 5 – Monitoring Performance 6 – Evaluating Performance 7 – Recognizing and Rewarding Performance 8 – Addressing Performance Issues n Do. D Developed Course Material Ø Training is mandatory for employees and supervisors Ø Instructor-Led Training (ILT) /Web-based Training (WBT) or a combination of both may be used in AF n Do. D WBT is available via Joint Knowledge on line (JKO) at: https: //jkodirect. jten. mil/Atlas 2/faces/page/login/Login. seam n Air University is developing a supplemental Interactive Learning-Skills sessions (More to Follow) Integrity - Service - Excellence 5

UNCLASSIFIED//FOR OFFICIAL USE ONLY Recommended Training Roll-Out • Phase 1 (Jan 17): – In-person training on first three lessons and key points from the remaining four lessons – Auditorium setting • Phase 2 (Jan-Mar 17): – Small training classes on how to write elements and standards (SMART concept) – Small training classes on how to use the appraisal tool • Phase 3 (May 17): – In-person/CBT training on continuous feedback/monitoring performance/addressing performance issues • Phase 4 (Jan-Mar 18): – In-person/CBT training on evaluating performance Execute – Posture – Develop 6

Civilian Performance Program Comparison Defense Performance Mgmt and Appraisal Program Covered Employees: All Do. D appropriated fund civilian employees GS and FWS employees (i. e. , GS, FWS, GL, GP, AD) except those: 1) excluded under applicable laws or 2) covered by other performance mgmt systems as established through applicable regulations (i. e. , DCIPS, Acq. Demo, Lab. Demo, SES) Appraisal Cycle (NO CHANGE) 1 April through 31 March Rating Pattern 3 -Level, 5 -3 -1 “Outstanding, ” “Fully Successful, ” “Unacceptable” 2 -Level, 3 -1 “Acceptable, ” “Unacceptable” Performance Elements: • • • All performance elements must be critical; A minimum of one critical element is required; maximum of 10 elements; The number of supervisory critical performance elements will equal or exceed the number of non-supervisory (technical) performance elements Air Force Civilian Performance Program Performance elements are critical; Minimum of 1 critical element req’d; Supervisors, managers, and personnel with EEO responsibility shall have a critical element on EEO Integrity - Service - Excellence 7

Civilian Performance Program Comparison (Cont) Defense Performance Mgmt and Appraisal Program Air Force Civilian Performance Program Performance Discussions: (NO CHANGE) Minimum of 3 documented performance discussions during the appraisal cycle 1. Initial performance plan meeting, 2. Minimum of one progress review, and 3. Final performance appraisal discussion Three documented performance discussions during the appraisal cycle 1. Initial performance plan meeting, 2. At least one progress review, and 3. Final performance appraisal discussion Rating Levels/Criteria: Level 5 – “Outstanding”: The average score of all critical element performance ratings is 4. 3 or greater, with no element rated a ‘ 1’ (Unacceptable) Level 3 – “Fully Successful”: The average score of all critical element performance ratings is less than 4. 3, with no element being rated a ‘ 1’ (Unacceptable) Level 1 – “Unacceptable”: Any critical element rated as ‘ 1’ Level 3 – “Acceptable”: All critical elements are rated “Meets” Level 1 – “Unacceptable”: Any critical element is rated “Did not meet” Integrity - Service - Excellence 8

Civilian Performance Program Comparison (Cont) Narrative Summary: Defense Performance Mgmt and Appraisal Program Air Force Civilian Performance Program • • Must be provided for each element rated “Outstanding” or “Unacceptable” Encouraged for each rated performance element • Not required “Impact on Mission Accomplishment” is mandatory for GS 14 s/15 s “Award Justification” required if award recommended Automated performance appraisal tool: The My. Performance appraisal tool is the No AF-wide automated appraisal tool. only automated tool authorized to create, review, and approve performance plans, document modifications, progress reviews, employee input, and performance appraisals Form(s): DD Form 2906, “Do. D Performance Plan, Progress Review, and Appraisal” Documents the Employee Performance Plan, Progress Reviews, and the Final Performance Appraisal AF Form 860, “Civilian Performance Plan” or AF Form 1003, “Core Personnel Document” documents the employee’s Performance Plan AF Form 860 B, “Civilian Progress Review Worksheet” documents the Progress Review AF Form 860 A, “Civilian Rating of Record” documents the Performance Evaluation and Rating of Record Integrity - Service - Excellence 9

ROLES AND RESPONSIBILITIES Employee • Participate in and provide input to the development of the performance plan and any revisions • Gain clear understanding of supervisor’s expectations and request clarification • Manage performance to attain performance elements and standards • Prepare/participate in performance discussions 10 Supervisor/Rating Official • Develops performance plan with employee input, based on Higher Level duties/responsibilities and linked to organizational mission and goals Reviewer • Communicates outcomes and • AF Sr Leaders are considering HLR for all expectations to employees Ratings of Record • Monitors performance and adjust • Reviews and approves any plan as required rating of record of • Provides feedback and assists “Unacceptable” employees in improving • Ensures subordinate rating performance officials execute the • Prepares rating record with performance management process within established narrative justification guidelines and timelines • Provides timely recognition of highquality performance • Address early any decline in performance • Immediately address a probationary employee’s unsuccessful performance/conduct Integrity - Service - Excellence 9

Performance Management Model • • • Performance Plan Performance Elements Performance Standards Develop and Communicate Performance Expectations Modifying the Plan • • PLANNING MONITORING • Continuous Monitoring of Performance Discussions Progress Reviews EVALUATING • • • Preparation and submission of Performance Appraisal Descriptions of performance Rating Levels Rating Employee Performance Integrity - Service - Excellence 11

Recognizing Performance Non. Monetary Recognition Appreciative Feedback Time-Off Award Promotion Salary Increase Cash Award Public Recognition “Thank you” Challenge Coin Must adhere to ethical spending limit guidelines, 5 CFR 2635 and Do. DI 1400. 25, V 451. Integrity - Service - Excellence 12

Performance Rating Levels • 5 Outstanding • • 3 Fully Successful • • 1 Unacceptable • • • Produces exceptional results or exceeds expectations Handles roadblocks/issues exceptionally well Widely seen as an expert Exhibits the highest standards of professionalism Effectively produces the specified outcomes and sometimes exceeds them Consistently achieves targeted metrics Proactively informs supervisor of potential issues or roadblocks Achieves goals with appropriate level of supervision Does not meet expectations for quality of work; fails to meet many of the required results for the goal Is unreliable; makes poor decisions Lacks or fails to use skills required Requires much more supervision than expected Integrity - Service - Excellence 13

My. Biz+ for Managers & Supervisors Integrity - Service - Excellence 13

KEYS TO SUCCESS Communication n Open, two-way dialogue between employees and supervisors n Labor-management collaboration n Share incrementally as information is known n Ask questions n Training n Actively participate in mandatory performance management training n Allow time to gain new knowledge, understanding and skills n Leadership Support n Maximize the program features, linking performance to mission n Support visible, active involvement from all levels of leadership n Support DPMAP implementation n Contact your HR team n Model your personal commitment n Patience, we are in this together. Change in our culture takes time. Integrity - Service - Excellence 14

Resources n Do. D New Beginnings https: //dodhrinfo. cpms. osd. mil/New-Beginnings/Pages/Home 1. aspx n Do. DI 1400. 25 Vol 431, Do. D CPMS: Performance Management and Appraisal Program http: //www. dtic. mil/whs/directives/corres/pdf/140025_vol 431. pdf n My. Pers New Beginnings Article and FAQs: https: //mypers. af. mil/app/answers/detail/a_id/30969 n Web-Based Training – JKO https: //jkodirect. jten. mil/Atlas 2/faces/page/login/Login. seam Integrity - Service - Excellence 16

Questions Integrity - Service - Excellence 17