PAR MODELS

ion Approved For Réffse 2005/12/14 : CIA-RDP92.00420R 1000400024 ROUTING AND RECORD SHEET SURE, (Open PAR Models OM Janes N. Glerun [™] Director of Personnel pr SES [TT 4 ovenber 1m Siar BET TT fe | seaman 1 TT \ DD/Pers r | g—— 1 > Do/eage | 1006 Anes. | IR hy, wos TT — 1 2 — | 7. . TT 1 Ww I 0 — a - — 1 | [ha 1 1 cL rom 610 wipleroved For Release 200 ~CTA-ROPSZ-002Z0RT00Z000A0007  to Approved Foggease 200812114: GIAROPS2 004 ggpLATInALOnz 4 4 November 1981 MEMORANDUM FOR: DD/PAGE ‘THROUGH: DD/Pers. FROM: D/pers SUBJECT: PAR Models Pete: 1. 1 have reviewed your preliminary drafts. I believe we've combined what I see as two requirements (or phases) into ome. The position ve took with the Executive Committe and the DDC was that: a. The survey had show Agency employees vere not in favor of immediate radical surgery on the performance appraisal system. b. Our initial objectives were to simplify the format, eliminate the "Evaluation of Potential" as a mandatory requirement, and solve the AWP problen(s) . c. Over time, we would develop a system which ~ would be tested in parallel by selected components. 2. 1 have asked Rosann to set up a meeting. Its focus should be on: a. The PAR format. (I like your general approach.) b. The AWP. STAT FAR Germ NOTE: PAR meeting set for Friday, 6 November, at 1:30 PM. Approved For Release 2005/12/14 : CIA-RDP92-00420R000400040002-4. yy  PE - Approved For Reiease 2005/12/44--GIA- RORY MEMORANDUM FOR: [ | OPTION 1 Highlights | “very close to what is currently in use i “retains present 7 level rating scale | “requires nore performance standards | than other models, i.e. one for | cach key elencnt of the Job | ( | | | | oe | 5% 101 Bil  ta Ek “, . PT . : sesso Eee organ. on The Performance Appraisal Package consists of Section E--Certification the following 3 parts: .The Performance Appraisal Report must be 1. Performance Appraisal Report (Form 45) certified by the signatures of the 2. Advance Work Plan (Form a5w) supervisor, reviewing official (except 3. Directions (Form 451) in those rare instances where there is no appropriate reviewing official), and the 1. THE PERFORMANCE APPRAISAL REPORT employee before it is accepted for the record. When for any reason the supervisor Section A--General Information does not show the employee the PAR or dis- .This section wiTT be pre-printed on call cuss it with him or her, the explanation up by computer. must be prepared in writing and attached to .No changes are to be made except for name the PAR for the record. changes or the reporting period, if necessary. Section F--Narrative Comments .The narrative comments of the supervisor Section B--Qualifications Update must support the rating levels given the .Indicate whether employee's qualifications employee. The connection with performance are updated during the reporting period standards nust be made, and all remarks and whether they are attached. and observations should be limited to and relate directly to the employee's per- Section C--Performance Appraisal of Ke formance of his or her official duties. BC The following factors must be addressed .List no more than five key elements of the in reports for supervisory and managerial job performed during the rating period. employees. Describe each key element clearly and in Subordinate management and development sufficient detail to give the reader a Quality of performance appraisals good understanding of its nature. Delegation of responsibility .Use single digit ratings only. Decimals, Equal employment opportunity plus or minus signs, or other modifica Use of personnel, space, equipment, tions may not be added. funds, etc. Goal setting and achievement Section D--Overall Performance im, Specific comment is required when the .The overalT performance rating should supervisor evaluates the employee as represent the total effectiveness of the being either deficient or more than individual in fulfilling the requirements satisfactory in any of these factors. of the job. Each job element should be The supervisor's signature in Section E given its appropriate weight so that the will otherwise attest to the fact that overall rating is not necessarily an all factors have been considered and average of the rating level given to each certify that the employee has done a job element. In addition, all other satisfactory job in all respects in these Job-related factors should be considered, areas. e.g., the quantity and quality of the work Reviewing Officials whenever possible produced; the amount of supervision re- must provide substantive comment on the quired, sensitivity to the principles of individual being rated. If the reviewer equal employment opportunity, practical is in substantial disagreement with the judgment in dealing with difficult situa- supervisor, the evaluation must be dis- tions or in solving problems, etc. cussed with the supervisor and the rated .An overall performance rating of 2 indicates employee. the employee is not eligible for a periodic .Reviewing officials have the following step increase (PST). An employee must have responsibilities for insuring the integrity an overall rating level of 3 or higher to of the system: qualify for a PSI. a. Monitoring follow-up administrative action when overall performance 1s rated at the 1 or 2 level. b. Returning incomplete or inconsistent reports to supervisors for corrective ction. Form 451 Approved For Release 2005/12/14 : GIA-RDPS2-00420R000400040002-4  So Approved For fggse Peek forage % 2. THE ADVANCE WORK PLAN Section A Section B ~Supervisors must establish performance -List objectives, goals, and priorities for standards for each of the job elements the period covered by the plan (if a full Tisted under Section C. A performance year's plan is impractical or unrealistic to standard is a statenent of a given level accomplish, complete this section when it of proficiency at which a job element is becomes possible to do so during the course carried out. "As a minimum a standard at of the rating period). the fully satisfactory level of per- ~The plan should be current at all times formance (rating level 4) is required. and be modified when required. The work It is used as the reference point for objectives and goals (whether they involve deternining the rating level given the the completion of special projects or Employee's Job perforames dueing The: regular routine tasks) should relate directly Fating period Although a supervisory to the job elements listed in Section A. FesponEIo TIE, perfosanae. stonduror Whenever possible, they should be determined should be established with the sub- by the joint effort of the supervisor and the ordinate's participation. Employees employee concerned. doing the same job should have the +The AUP should be retained in the employee's sane standards against which their job “soft” file as a reference for use in counsel- performance is to be measured. Jobs. ing the employee and/or for resolving any of the same general kind but at misunderstandings or grievances related to different grade levels should have the performance appraisal report. different performance standards. SECTION C PERFORMANCE APPRAISAL DEFINITIONS Individual Duty Overall Performance 1. Individual consistently fails to meet . . . Performance does not meet . . . 2. Individual frequently fails to meet . . . Performance frequently does not meet . . . 3. Individual occasionally fails to meet . . . Performance generally meets . . . 4. Individual fully meets . . . Performance meets all established . . . 5. Individual occasionally exceeds . . . Performance occasionally exceeds . . . 6. Individual frequently exceeds . . . Performance frequently exceeds . . . 7. Individual invariably exceeds . . . Performance invariably exceeds . . . Approved For Release 2005/12/14 : CIA-RDP92-00420R0004000400024 CFE cE lO CCC ca Ml §  -. . NDA ELL a poprove f@iBsse 24d: Euopoz.00s2 @Rsooosonozs PERFORMANCE APPRAISAL REPORT Section A General Information 6. Affiliation 7. Occupationa tle 8. Office/Division/Branch of Assignment 9. Current Station [oF [11. Reporting Period 12. Date Report Due in OP . Type of Report] = ection B QUA ATTONS UPDR Qualifications Updates (Form G40N) is is not —__ attached *Should be submitted only if there are changes. action Rev 308 Eres] List, heck Job elements of the job performed durin: ie rating period. Insert the ra) h fs RES 2c 0 v 79 serene ermB een RE re Br en EE TE Key Job ETenent No. fem Ew Key Job Element No. 3 Ret ng Tey Job Element To. 4 To] 3 Key Job ETement No. ~|Section D. QVERALL PERFORMANCE RATING Enter the number which most accurately represents the employee's overall level of per- [Rating formance. Take everything into account about the employee which influences effective [NO ness. See Form 451 for details. Section © CERTIFICATION : ~Tating Supervisor Months employee has beer] Months employee has been nterim Discussion(s)| Reason Tor wo inthis position under. my ‘Supervision was was not |sheuing SreTevee held Stachel’ © er eR Reviewing Official prem ————— Tove A B Typed or printed nave and signature £56natire 56s not neceisartiy nly mp agreement with its content. Approved For Release 2005/12/14 ;CIA-RDP92-00420R000400040002-4  . al ~ [Section F pproved Folgigase By Supervisor Amplify or explain the basis for the ratings in Sections C and D. Indicate actual achieve- ments, the employee's significant strengths and weaknesses, and any suggestions made for improvement of work performance. See Form 45i for additional guidance. : By Reviewing Official tee —— e STpToyee Fas the option fo comput or not on, the superyIsgrs evaluation andjor [initia 1 ni ave ave not. ttached a statement containing my Tees SRST PE HIE 3069 ATRIA ROP6?-00420R000400040002.4 4  EL rg rie pproved-For cost ab LSTA RERo2-004204 0004000 : ADVANCE HORK PLAN - ame (Last; FIFE; Fade; Period Covered ; Hon.”__VYr."__ to Mon. vr. A. List the performance standard at the fully satisfactory level of performance (level 4) for each key job element listed in Section C on Form 45 (See Form 45i for instructions). B. When applicable 1ist any specific projects, tasks, etc., to be accomplished during the period covered which are a part of any of the key job elements for which a performance standard is established. [3 i [Typed or printed name of employee and Typed or printed name of supervisor and signature signature R Date 5 .