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Opm performance appraisal

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I. Contents of getting opm performance appraisal

Results-oriented performance appraisal plans are central to linking individual accountability to
organizational outcomes to build a high performance organization. OPM Consultants can provide
internal reviews to help agencies ensure that their performance management plans are compliant
with Human Capital Accountability Assessment Framework (HCAAF) and Performance
Appraisal Assessment Tool (PAAT ) requirements. These plan reviews encompass SES, SL/ST,
and GS or equivalent performance appraisal plans. The performance plan appraisal review
process includes three pass reviews of individual performance plans with specific feedback on
criteria specified in the PAAT, general briefings to managers and human resources officials, and
one-on-one consultation with appraisal plan holders if needed.
First-Pass Performance Plan Review
OPM Consultants evaluate performance plans against criteria specified in the PAAT and indicate
a rating of met/not met for each requirement. For items rated not met, OPM Consultants
provide specific commentary describing why requirements were not met so that the agencys
SES, SL/ST, or GS or equivalent and HR personnel can revise the plans appropriately.
General Briefings
Following the first-pass review, OPM Consultants can provide general briefings to the agencys
HR and SES, SL/ST, or GS or equivalent personnel to discuss the general themes found during
the review. Briefings focus on overall findings of the groups collective results, include a review
of trends/themes for met/not met requirements and contain a discussion surrounding not met
Second-Pass and Third-Pass Performance Plan Review

The agency makes corrections to Performance Plans based on the feedback from the first-pass
review/briefing and re-submit to OPM for a second-pass review. The agency corrects secondpass plans rated not-met on any requirement and re-submits corrected plans for a final, thirdpass review. OPM Consultants utilize the same methodology for the second and third pass
reviews as described in the First-Pass Performance Plan Review. OPM Consultants compare
revised plans to the originals and provide specific commentary describing why requirements
were not met based on changes from previous feedback.
Exemplary Performance Plan Review
After reviewing the Performance Plans OPM Consultants provide the top 10-15 exemplary plans.
These exemplary plans will be chosen from the Performance Plans that pass review.
One-on-One Consultation
OPM Consultants provide one-on-one consultation with rating officials, executives, and
supervisors regarding individual performance plans, with particular focus on writing resultsfocused measurable standards. Consultants go step-by-step through individual plans discussing
HCAAF and PAAT requirements and make recommendations based on compliance criteria.

III. Performance appraisal methods

1. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.

2. Behaviorally Anchored Rating Scales

statements of effective and ineffective behaviors

determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages helps overcome rating
errors. Disadvantages Suffers from distortions
inherent in most rating techniques.

3. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages Raters biases

4. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages economy, ease of administration, limited
training required, standardization. Disadvantages Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings

5.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
Limitations of Ranking Method
The whole man is compared with another
whole man in this method. In practice, it is very difficult
to compare individuals possessing various individual
This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.

6. Critical Incidents Method

The approach is focused on certain critical behaviors of

employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.

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