Do I get a say in the standards used to evaluate my performance?

The regulations under which agencies design their own performance management systems and programs provide for the individual to have input into: planning work and setting expectations and goals; monitoring progress and performance continually; developing an employee’s ability to perform; rating periodically to summarize performance; and rewarding performance.


A January 12, 2016 memo to agencies (at told supervisors to: engage employees in all stages and aspects of the performance management process; conduct briefings early in the performance cycle to remind employees of the procedures, stakeholders and responsibilities included in the agency’s performance management program; use well-developed performance plans to let employees know what they need to accomplish and the standards that will be used to evaluate their performance; hold frequent, informal feedback sessions to appraise performance; discuss changing organizational missions, goals or priorities; and examine progress toward meeting those goals and priorities; provide frequent, timely, continuous touch-point discussions regarding progress toward goals; and provide feedback to empower employees by relating what they do to the overall mission.


Separately, unions have the right to negotiate procedures under which bargaining unit employees are consulted.

2021 Digital Almanac

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