Additional Element(s)
These elements provide agencies another tool for communicating performance expectations important to the organization. They are aspects of overall performance the agency wishes to appraise (rate), but not used in assigning a summary level. Additional elements may include objectives, goals, work plans, and other methods of expected performance.
Administrator
A specialized role assigned to specialized agency users in USA Performance. These users are granted higher access rights to USA Performance and perform the administrative aspects of the performance management cycle. Higher level administrators may delegate permissions to lower-level administrators which require specific or limited access.
Agency
The name of the highest organization within USA Performance. This term is also used for components under higher umbrella organizations (i.e. Department level). For example, Bureau of Prisons is under the Department of Justice umbrella, and both are referenced as an agency.
Appraisal
The act or process of reviewing and evaluating the performance of an employee against the described performance standard(s).
Not to be confused with: Rating, Mid-year, or performance plan.
Appraisal Period
Sometimes referred to as: Period of Performance
The time-period established by an appraisal system during which an employee's performance will be reviewed (5 CFR 430.203). The appraisal period may differ from the rating cycle if an employee starts or ends a plan outside of the rating cycle determined by agency policy.
Not to be confused with: Performance Cycle, Rating Cycle, or performance management tool (like USA Performance)
Critical Element
A component of a position consisting of one or more duties and responsibilities which contributes toward accomplishing organizational goals and objectives. These duties are of such importance that unacceptable performance on the element would result in unacceptable performance in the whole position. Only to be used for performance measurement at the individual level.
Not to be confused with: Mandatory Element
Element Group
Sometimes referred to as: Performance Element Group
A USA Performance feature that allows for multiple elements to be grouped is used when under a single heading or category such as “core competencies” or “supervisory elements.”
Element Type
The designation of the element in USA Performance. An element can be critical, non-critical, additional, or flexible.
Executive
See definition for Senior Executive Service
Flexible Element
Used in the USA Performance Template Wizard to describe an element that can be established as critical, non-critical, or additional by a rating official once a performance plan is created.
GS or equivalent (GSeq)
Sometimes referred to as: Non-SES
In USA Performance, General Schedule (GS) or equivalent refers to employees that are not considered a Senior Executive Service (SES) pay plan and this will not use the SES templates. Excludes the ES, EV, FJ, SW, and SL/STs pay plans.
Mandatory Element
Sometimes referred to as: Required Element
A performance element that must be included on performance plans, usually in accordance with agency policy. A mandatory element can be critical, non-critical, or additional.
Not to be confused with: Critical Element
Monitoring Phase
A period in the performance management cycle that begins directly after plans are issued until the final rating is conducted. During this time, the rating official will review employee performance to check progress and identify areas of improvement.
Not to be confused with: Progress Review, Mid-year
Non-critical Element
A component of an employee’s position of sufficient importance to warrant written appraisal. Non-critical elements do not meet the definition of critical element and do not drive a summary rating. An unacceptable performance of the non-critical element will not automatically result in unacceptable performance in the position.
Not to be confused with: Additional Element
Optional Element
An element that may or may not be included on an employee’s performance plan. In USA Performance, optional elements are typically included on the performance plan template and are accessible to a rating official to decide if the element should be included on an employee’s performance plan.
Not to be confused with: Additional Element
Organization
Sometimes referred to as: Division, Branch, or Work Group
The name of the group or section in which employees work. In USA Performance, distinctions in organization are often used to distinguish between permissions for Administrators and template settings.
Performance
An employee’s accomplishment of assigned work as specified in the critical and non-critical elements of the employee’s position.
Performance Appraisal Certification (PAC)
Soon to be renamed to Performance Appraisal Confirmation
Sometimes referred to as: Higher-level review, Third-level review, Performance Award Certification
A USA Performance feature that grants agencies the option to add a higher-level review to GS or equivalent employee performance plans. Currently this function is selected by Administrators during template development and is added to the Rating Phase of a plan. Some agencies may use this function as an administrative sign-off instead of an additional review.
Not to be confused with: Performance Review Committee
Performance Appraisal Certifier
The USA Performance user which completes the PAC function as determined by agency policies and procedures.
Performance Appraisal System
Sometimes referred to as: Appraisal System
A system which provides for identification of critical and non-critical elements, establishment of performance standards, communication of elements and standards to employees, establishment of methods and procedures to appraise performance against established standards, and appropriate use of appraisal information in making personnel decisions.
Not to be confused with: performance management software(such as USA Performance)
Performance Element
Sometimes referred to as: Element
Any component of a position, such as a duty or responsibility, the performance of which contributes meaningfully to success and/or failure in the position. Elements may be either critical, non-critical, or Additional (less common).
Performance Management Plan
Sometimes referred to as: Performance Plan, Work Plan, Performance Appraisal
The aggregation of all of an employee's written critical, non-critical, and Additional elements and performance standard(s).
Performance Management Program
Sometimes referred to as: Agency Policy, Performance Program
The description of an agency's methods which integrates performance, pay, and awards systems with its basic management functions for the purpose of improving individual and organizational effectiveness in the accomplishment of entity missions and goals. This is typically the specific procedures and requirements established by the agency.
Performance Management System
Sometimes referred to as: Performance Appraisal System, Appraisal System
A framework of policies and parameters established by an agency as defined at 5 U.S.C. 4301(1) for the administration of performance appraisal programs, under subchapter I of chapter 43 of title 5, United States Code, and subpart B of 5 CFR 430. (See definition for Performance Appraisal System)
Not to be confused with: performance management tools (such as USA Performance)
Performance Management Software
An electronic or online service or platform that facilitates the execution of an agency's performance management system (e.g., USA Performance).
Not to be confused with: Performance Management System
Performance Plan
See definition for Performance Management Plan
Performance Plan Template
Sometimes referred to as: Template, Plan Template
A function in USA Performance similar to a form. The templates establish the boundaries within which a plan can be developed. Agency administrators establish the templates according to their agency’s performance management system. Templates outline performance elements, element definitions, and performance standards for a specific position series and grade. In some instances, the template may auto-populate the entire plan and in others it simply establishes the policy parameters.
Not to be confused with: Performance Plan
Performance Rating
Sometimes referred to as: Element Rating, Summary Level Rating, Summary Rating
The written, or otherwise recorded, appraisal of performance compared to the performance standard(s) for each critical and non-critical element on which there has been an opportunity to perform for the minimum period. A performance rating may include the assignment of a summary level within a pattern (as specified in 5 CFR 430.208(d)).
Performance Requirement
Sometimes referred to as: Performance Objective(s)
SES, SL/ST or equivalent performance expectations. Known as a "performance standard" at the GS or equivalent level. In USA Performance, this specifically refers to performance requirements for Critical Element (CE) 5 of SES performance plans.
Performance Standard
Sometimes referred to as: Standard, Objective
A statement of the expectations or requirements established by management for a critical or non-critical element at a particular performance rating level. A performance standard may include, but is not limited to, factors such as quality, quantity, timeliness, and manner of performance.
Not to be confused with: Performance Requirement
Plan Status
A USA Performance feature that allows administrators to describe the state in which the plan is currently residing. Also, term is used to dictate eOPF transmission or whether the plan is in an editable state. In USA Performance plan statuses include the following: Not Started, Active, On Hold, Completed, Closed, Under Review, and Unratable.
Progress Review
Sometimes referred to as: Mid-year review, Mid-years
Communication(s) with the employee, which compares actual performance to the established standards of critical and non-critical elements. The Progress Review is a formal review of the employee’s progress toward achieving the performance standards, but not a rating in and of itself.
Progress Review Note
A function in USA Performance that allows a rating official to provide written feedback, during the Progress Review, on employee performance in relation to his or her elements and standards.
Rating of Record
A specific performance rating done at the end of the appraisal period that includes the appraisal of the elements and standards and must include the assignment of a summary rating level within a pattern (as specified in 5 CFR 430.208 (d).
Not to be confused with: Summary Rating, Summary Level Rating
Rating Official
Sometimes referred to as: Supervisor, manager, appraising official
The agency-designated individual who assesses employee performance during the appraisal period and provides a rating of record at the conclusion of the appraisal period, as established in the appraisal program (usually the first-line supervisor).
Not to be confused with: Reviewing Official, Higher-level reviewer
Rating Official Narrative (RAN)
Sometimes referred to as: Rating Official Accomplishment Narrative
A written narrative provided by the rating official that documents the employee's performance throughout the appraisal period. This is traditionally provided at the end of the rating cycle and should provide rating justification and feedback for the employee regarding performance for the rating cycle.
Reviewing Official
Sometimes referred to as: Second-level reviewer
The agency-designated individual who provides a higher-level review of performance plans and ratings, as established in the appraisal program. These users ensure the Rating Official and Executive/Employees have completed each phase of the performance management process according to policy. They can sign or reject plans. They can also act as a higher-Level Reviewer for executives (SES ONLY).
Self-Accomplishment Narrative (SAN)
This is a narrative provided by the employee to document his/her performance throughout the rating cycle. This is traditionally provided at the end of the rating cycle and usually taken into consideration by the rating official when completing the rating for the employee.
Senior Executive Service (SES)
Sometimes referred to as: Executives
The SES covers positions in the executive branch that are classified above GS-15 or are in level IV or V of the Executive Schedule, or equivalent positions, which are not required to be fille by Presidential appointment with Senate confirmation, and are responsible for executive, managerial, supervisory, and/or policy functions characteristic of the SES. In USAP SES policy, templates, and performance plans are managed independent of respective GS-eq.
Not to be confused with: SL/ST
Senior Level/Scientific of Professional (SL/ST)
Scientific and professional (ST) positions include positions classified above GS-15 that are not SES positions (i.e., do not involve executive and management responsibilities) and are engaged in research and development in the physical, biological, medical, or engineering sciences, or a closely related field. Senior level (SL) positions include positions that are not SES positions and are classified above GS-15 based on other factors. In an agency that is not covered by the SES, either an SL or an ST position may perform duties that involve one or more of the SES functional criteria.
Not to be confused with: SES, GS
Standards
See definition for Performance Standard
Strategic Alignment
Sometimes referred to as: Alignment
Identifying clear, transparent alignment between the agency strategic planning initiatives and/or organizational goals with a particular performance plan element it correlates with for achievement. In USA Performance, each agency may have a strategic goal, but only in SES plans will strategic alignment be required.
Stretch Goal
Sometimes referred to as: Outstanding or Level 5 standard
A performance target that is intentionally designed to be difficult to achieve.
Not to be confused with: Additional Element or Non-Critical Element
Sub-Agency
Sometimes referred to as: Component, Sub-component, Bureau, Office
This refers to agencies that are under a higher umbrella organization/department.
Sub-Element
A USA Performance feature that allows for administrators to add multiple components or subtopics to a performance element, in accordance with agency policy. These may be used, in accordance with agency policy, when a single element has multiple components or sub-topics that make up the element. In some cases, the sub-elements are individually rated to derive an element rating. However, in other cases, they act as bullet points to describe additional information on the element.
Not to be confused with: Additional Element
Summary Rating
Sometimes referred to as: Summary Level Rating
The derived or identified overall rating for the employee's performance for the appraisal period. The summary rating is required at the time specified in the Performance Management Plan or at such other times as the Plan provides for special circumstances.
Summary Rating Derivation Method
Sometimes referred to as: Rating Method, Rating Derivation Method, Derivation Formula
Describes the method by which a plan's summary rating is calculated (if empirical) or derived.
Summary Rating Levels
Sometimes referred to as: Summary Level, Rating Levels
An ordered category of performance from Level 1 through Level 5, with Level 1 as the lowest and Level 5 as the highest. The summary rating levels used are in accordance with the agency performance management system. Performance ratings assigned at times other than the end of the appraisal period (such as at the mid-year review, for promotion panels, or similar situations) do not require a summary level to be assigned, although one is permitted.
Summary Rating Pattern
Sometimes referred to as: Rating Pattern
The combination of summary appraisal levels in accordance with an agency’s performance management system. Each pattern must include summary Levels 1 ("Unacceptable") and 3 ("Fully Successful"). The summary rating pattern dictates which summary rating levels are available for rating. In USA Performance, there are patterns A-H available for agency use.
User
Sometimes referred to as: Employee, End User
Any individual that has an account with USA Performance. Can include employees, supervisors, administrators, and contractors. Some users may not have plans in USA Performance but still require access to the platform to carry out their performance management role(s).