Fema Performance Management Form

U. S. DEPARTMENT OF HOMELAND SECURITY FEDERAL EMERGENCY MANAGEMENT AGENCY

EMPLOYEE PERFORMANCE PLAN

RATING PERIOD From:

ORGANIZATION To:

THIS SECTION TO BE COMPLETED AT THE BEGINNING OF THE RATING PERIOD EMPLOYEE NAME

SOCIAL SECURITY NUMBER

TITLE, SERIES AND GRADE

FIRST LEVEL SUPERVISOR (Type and sign your name and date) I HAVE RECEIVED MY PERFORMANCE PLAN AND DISCUSSED IT WITH MY SUPERVISOR(Employee signature and date)

Identify On Target (OT) or Less Than Expected (LTE) for each performance criterion 1 st Qtr

PERFORMANCE CRITERIA - ALL EMPLOYEES (Standard)

2nd Qtr

Projected Date for Quarterly Review:

1. CRITICAL - JOB KNOWLEDGE - Demonstrates the level of technical competence necessary to perform the duties of the position. Demonstrates an understanding of the applicable primary missions of FEMA organizations and how they relate to the employee's work unit and assignments. 2. CRITICAL - COMPLETING TASKS - Assumes responsibility for completing assigned tasks in support of organizational goals and objectives. Demonstrates initiative. Demonstrates a willingness to accept new tasks. Accomplishes work in a timely fashion. 3. CRITICAL - QUALITY OF WORK - Produces work that is thorough, based in logic, well-reasoned, attentive to detail, complies with established policies and procedures, and fulfills defined goals. 4. CRITICAL - CUSTOMER SERVICE - Demonstrates reliability, responsiveness, and courtesy in meeting the needs of the Agency's and work unit's internal and external customers. 5. PROBLEM SOLVING - Anticipates and identifies problems and works to resolve them. Analyzes situations, determines issues, gathers facts, develops and weighs alternatives, and arrives at conclusions or makes recommendations as appropriate. 6. COMMUNICATION - Articulates ideas clearly and concisely both orally and in writing. Listens to and considers ideas expressed by others. 7. IMPROVING WORK PROCESSES - Works toward improving work unit operations and Agency programs. Suggests new approaches to enhance program efficiency and effectiveness. 8. COORDINATION - Shares information with coworkers and appropriate offices. Solicits and considers feedback on work products. Keeps supervisor and appropriate staff updated on status of activities. 9. TEAM WORK - Cooperates with and assists co-workers in accomplishing organizational goals. Displays courtesy and consideration toward coworkers while carrying out daily functions. Treats coworkers in a respectful manner. Works cooperatively to resolve misunderstandings. 10. PROFESSIONAL DEVELOPMENT - Displays initiative in identifying and pursuing not only formal training opportunities, but also informal, cost-effective methods for developing work-related technical and interpersonal skills. Employee's initials and date for each Quarterly Review Supervisor's initials and date for each Quarterly Review

FEMA Form 30-65, OCT 04

(See instructions on reverse)

Copy 1-OHRM, 2-Employee, 3-Supervisor

3rd Qtr

4th Qtr

INSTRUCTIONS A - DEFINITIONS: QUARTERLY REVIEW: A supervisor's assessment of employee's performance for a specified period of time during the rating cycle. This is a tool used by supervisors to communicate with employees about their performance compared to the performance criteria and performance standards in the performance plan. This mechanism provides supervisors with an opportunity to provide feedback to employees about their performance, i.e., work progress, areas of weaknesses and strengths, areas needing improvement, and other performance-related matters. It also provides employees with an opportunity to provide input to the supervisor about their performance, i.e., accomplishments, barriers, status of assignments, areas requiring supervisors attention, etc. A quarterly review is not a performance rating and it does not determine the outcome of an employee's rating of record at the end of the year; therefore, a quarterly review is not grievable, unless otherwise specified in a negotiated agreement. However, an employee may challenge that review by discussing their concerns with the supervisor and/or by submitting written comments to the supervisor. ON TARGET (OT): Performance in a particular criterion is at least acceptable and the employee's progress is on target; LESS THAN EXPECTED (LTE): Performance in a particular criterion is less than expected by the supervisor. This does not necessarily mean that the final rating of record will be Unacceptable. B - PROCEDURES: 1.

Supervisor signs the performance plan and discusses it with the employee. Employee acknowledges receipt of performance plan by signing in the appropriate section, and copy is given to employee. Supervisor keeps original three-part plan.

2.

During the quarterly reviews, the immediate supervisor will determine progress of performance on each criterion to be either On Target (OT) or Less Than Expected (LTE), and will note this in the appropriate column on the plan.

3.

If performance in any criterion is judged to be LTE, the supervisor will provide written narrative to explain this judgement on FEMA Form 30-60B. Additional sheets may be attached as necessary. Employees may submit written comments to the supervisor if they disagree with the review. Additionally, if any employee has performed in a superior manner in any criterion, the supervisor shall note accomplishments in the comments section.

4.

Both supervisor and employee will initial and date the employee performance plan in the appropriate section upon concluding each quarterly review. A copy of each review and comments shall be given to the employee.