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DOD revamps the civilian appraisal system

(Courtesy graphic)

(Courtesy graphic)

PETERSON AIR FORCE BASE, Colo. -- Under the Carter administration, Space Command was still in the planning stages, the Soviet Union was waging the Cold War, and the Office of Personnel Management introduced the original Civilian Appraisal System.

Fast forward 40 years and an updated appraisal system, called the Defense Performance Management and Appraisal Program, is scheduled to roll out in the new year at Peterson Air Force Base, Colorado.

The National Defense Authorization Act in fiscal year 2010 repealed the National Security Personnel System, more commonly known as NSPS, and required the DoD develop a new performance management and appraisal system. The updated program standardizes procedures across the DoD, covering the vast majority of DoD appropriated-fund civilian employees. DPMAP will be effective April 1, 2017 for Peterson AFB civilian employees.

The program is not an entirely new way of doing business and much of what is being done currently will still be done with the updated system. There are still performance goals and supervisor expectations. The hope is there will be more communication between both the employee and supervisor, making work more effective and successful.

The program was designed to improve performance management though continuous supervisor and employee engagement, and by recognizing and rewarding employees throughout the year. The goal is to foster a high-performance culture by making meaningful distinctions in performance for rating employees, and making other personnel decisions, including awards, recognition, promotions, training, developmental opportunities and reductions in force.

“Approximately 2,700 civilian employees at Peterson Air Force Base will be covered by DPMAP,” said Sharon Bowman, Civilian Personnel chief of staffing.

The criteria for the SMART performance elements and standards are specific, measurable, achievable, relevant, and timely. SMART is designed to link organizational, mission and goals to individual performance plans.

There are parts of the new program that are unchanged. The appraisal cycle still runs from April 1 through March 31 each year and three performance discussions are still required during the appraisal cycle-the initial, progress review and the final appraisal, but more feedbacks are recommended.

DPMAP has three rating levels, which are 5, outstanding; 3, fully successful; and 1, unacceptable. The current program has only two rating levels, which are 3, acceptable; and 1, unacceptable.

To simplify the process, there is a new automated performance appraisal tool called MyPerformance, located on My Biz+. The MyPerformance tool will be used to create, review, and approve performance plans as well as document employee input, progress reviews, and performance appraisals. Instead of using multiple Air Force forms to complete most of the performance appraisal requirements, there is now just one that accomplishes all of it.

The civilian personnel office will be in charge of implementing this new program across the base and will train organizational Quality Control Monitors.

“QCMs will play a key role in helping our office implement and execute the program,” said Ellen Sommers, Civilian Personnel chief of employee and labor relations. They will be appointed by their directors or commanders and will attend a mandatory two-day, in-house training hosted by Civilian Personnel in November this year.

The Air Force is requiring all future DPMAP employees and supervisors, including military members who supervise civilians, to take the online DPMAP training no later than Dec. 31.

To accomplish the training, go to Login, search and complete both PM101A and PM101B.

For more information, call the Civilian Personnel office at 719-556-4775.

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