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OHR Information Contact your Servicing Personnel Specialist

Using the Performance Plan Appraisal Form

Buttons are available on the tool bar when using the Performance Plan form. Click on View Help to obtain more information about each of these buttons.

Preparing the Performance Plan

1. Go to http://ltid.grc.nasa.gov/Eforms/InformedWebPages/home.htm thru Netscape

2. Click on NASA C-Forms; scroll down and click on the appropriate C-160

*For Nonsupervisors (http://ltid.grc.nasa.gov/Eforms/PCFolder/C160.ifm)

*For Supervisors (http://ltid.grc.nasa.gov/Eforms/PCFolder/C160Supv.ifm)

4. Enter Employee Information; select name, org code, appraisal period dates, and title/series/grade.

5. Enter descriptions for Job Elements and Identify Performance Standards

a. Toggle the checkboxes on/off by clicking them with mouse.

b. If "Other as Noted" Performance Standard is selected be sure to enter the description of the standard in Job Element area.

6. Click on *Add'l Job Elements Page (http://ltid.grc.nasa.gov/Eforms/PCFolder/C160add.ifm) to add additional pages for job elements.

7. Save the plan as you would any Word document.

8. Print the Performance Plan so that the employee and supervisor can sign it.

Conducting the Midterm Performance Review

1. Open the appropriate employee Performance Plan

2. Modify the plan as needed.

3. Print a new copy of the Job Elements page if changes were made.

Final Appraisal and Rating

1. Open the appropriate employee Performance Plan.

2. On the Job Elements page enter the appropriate rating for each job element by selecting the checkboxes.

3. On the last page, enter dates for Planning discussion and Mid-year Progress review.

4. Enter narrative for Performance Appraisal.

5. Select the appropriate check box for Final Rating.

6. Print the Appraisal Page for signatures.

Note to Macintosh users - The Performance Plan forms are located in the Freeware/Shareware Server under the LeRC Specific folder. Download the documents and place in the Templates folder in MS-Word.

The Performance Communication Process

The Form (NASA Form C-160)

Page 1 - Employee Information and List of Generic Performance Standards

Page 2 - Management Performance Standards; Signature Block for planning discussion and midterm review.

Page 3-4 - Job Elements (Additional pages may be added if needed)

Last Page - Performance Appraisal and Final Rating; Signature block

Preparing the Performance Plan

1. Employees are encouraged to participate in the development of the performance plan.

2. Identify the critical elements of the position based on the responsibilities of the position normally outlined in the position description. A critical element is a work assignment or responsibility that is important in accomplishing the mission of the organization. Critical elements are of such importance that performance which "Fails to Meet Expectations" on the element would result in a determination that an employee's overall performance will be rated "Fails to Meet Expectations". Critical elements are broad categories of duties and may include specific projects, tasks or actions as sub-elements. Critical elements should be noted on page 3 in the column entitled "Critical Job Elements".

3. At least one element must address the organization's strategic plan/goal or the NASA Strategic Plan.

4. For each job element, identify the performance standards at the "Meets Expectations" level by which the employee will be evaluated. These standards may be the generic standards written on page 1; specific standards developed for the position that identifies the level of performance expected; or a combination of the two. The appropriate blocks on page 3 under the "Standards" column should be checked to reflect which standards are applicable to the element. Specific standards should be written on page 3 with the critical elements.

5. Supervisory plans must include two mandatory critical elements: the CMR element and the Sexual Harassment element. These elements and their respective standards are listed on page 1 and page 2. All standards listed in the CMR element and subelements applicable to the position should be considered in assessing performance for the position. Equal Opportunity, Workforce Diversity and Health and Safety standards MUST be considered when assessing a supervisory position.

6. Supervisor and employee meet to discuss the established performance plan. The purpose of this discussion is to communicate the plan and ensure that there is an understanding between the employee and supervisor regarding the expectations outlined in the plan.

7. Employee and Supervisor sign and date page 2 under "Performance Planning Discussion". Once the plan is communicated to the employee, the plan is officially in place.

8. The original Performance Plan, including the pages containing the critical elements, performance standards and signatures, is to be maintained by the rating official. A copy of the Performance Plan should be provided to the employee for his/her records once the plan is finalized and officially in effect.

Conducting the Midterm Performance Review

1. Supervisor and employee meet to discuss performance under the established performance plan. Progress under the plan should be discussed including accomplishments, problems identified, and suggestions for improvement.

2. The supervisor and employee should review the Performance Plan. The plan should be modified, as needed, to bring it up to date with employee's current work assignment.

3. Minor modifications to the plan may be noted with pen and ink changes directly on page 3 of the printed plan.

4. Substantive changes (i.e., adding new elements/standards, deleting elements/standards or significantly changes existing elements/standards) may be made by modifying page 3 of the form accordingly.

5. Employee and Supervisor sign previously printed page 2 under "Progress Review".

6. Employee and Supervisor initial and date the changes made to the Performance Plan on the printed copy of page 3.

7. Supervisor maintains a copy of the updated Performance Plan including the signature page.

Final Appraisal and Rating

1. Employee and immediate supervisor meet to discuss employee accomplishments for the year.

2. Supervisor gathers data from appropriate sources regarding employees performance during the rating period. Sources may include work data records, supervisors for which employee worked on detail or while on a matrix assignment, team members, customers, etc.

3. Supervisor prepare appraisal rating and narrative. The rating is considered final once the rating official signs and dates the form unless the rating is "Fails to Meet Expectations". For summary ratings of "Fails to Meet Expectations" the rating must be approved by the next higher level of supervision.

4. Employee and immediate supervisor meet to discuss employee appraisal rating.

5. Employee and Supervisor sign Appraisal Rating page of NASA form C-160.

6. File a copy of Appraisal Rating page and forward original signed copy to OHR.

Note: The Worksheet to help with performance discussions can be found by clicking Employee Supervisor Communication Worksheet http://ltid.grc.nasa.gov/Eforms/PCFolder/C160a.ifm