DoD Personnel Demonstration Project Best Practices – Federal Register 4/2/2003

Performance Objectives page 16130

Performance objectives are an individual employee’s job assignments or position responsibilities that contribute to accomplishing the mission and goals of the organization during the rating cycle. The employee and the supervisor will jointly develop performance objectives at the beginning of the rating cycle tailored to that individual employee. The objectives will be based on the work unit’s mission and goals and must be consistent with the employee’s position description. The final decision on the performance objectives lies with the supervisor. Performance objectives should be in place within 30 days from the beginning of each rating cycle. They deal with outputs and outcomes of a particular job.

Performance Factors page 16130 – 31

Performance Factors will be used to evaluate accomplishment of performance objectives. Factors are used for scoring purposes to help ensure comparable scores among diverse individual objectives. Each DoD component has the discretion to weight performance factors and may redelegate that discretion. The total value of all performance factors used, weighted or unweighted, is 100 points.

There are seven performance factors:

1) Technical Competence/Problem Solving

2) Cooperation/Teamwork

3) Communication

4) Customer Care

5) Resource Management

6) Leadership/Supervision (mandatory for supervisors and team leaders – optional for all other employees)

7) Contribution to Mission Accomplishment

Score Ranges and Shares for Payout page 16132

98 –100 = 13 to 16 shares 95 – 97 = 11 or 12 shares

91 – 94 = 9 or 10 shares 86 – 90 = 7 or 8 shares

81 – 85 = 5 or 6 shares 66 – 80 = 3 or 4 shares

51 – 85 = 1 or 2 shares 0 – 50 = 0 shares