Human Resources Management Division

ELEMENT:  MISSION RESULTS (Mandatory)

STANDARD:  Examples of mission results performance standards that link to organizational goals are attached to this document.  In addition, please review the new OPM guidance for developing performance standards located on this webpage titled “Quick Reference for Developing Employee Performance Plans.”

ELEMENT: EXECUTION OF DUTIES

STANDARD: Completed work assignments are routinely performed in a timely manner, assuring a quality of work that meets the needs of the organization. Solutions developed demonstrate improvements in work methods. Work products do not require substantive revisions. Assignments are completed in accordance with applicable agency guidelines including timeframes.
Further clarification, as needed:

ELEMENT: COMMUNICATION

STANDARD: As a rule, oral and written communications are clear, correct, timely, and presented in an understandable manner. Supervisor and coworkers are informed of issues and problems when necessary. Information and guidance provided is timely and accurate.
Further clarification as needed:

ELEMENT: SUPERVISION (Mandatory for Supervisors and Managers)

STANDARD: Work is assigned in a fair and effective manner. Technical guidance to subordinate staff is ordinarily provided in a timely manner. Performance management is implemented in accordance with procedure. Issues, concerns, or problems are handled promptly and fairly. To the extent possible, staff is properly trained and complies with occupational health and safety programs.  Management decisions are supported and implemented within appropriate timeframes. Customer requirements have been met.  Employee performance is documented and evaluated in a timely and accurate manner with supportable justification for assigned ratings that differentiate between the five potential summary ratings assigned to employees.
Further clarification, as needed.

ELEMENT: TEAM LEADERSHIP

STANDARD: Routinely leads individuals and team members toward specific goals and accomplishments. Provides encouragement, guidance, and direction as needed. Adjusts style to fit situation. Delegates appropriate authority in an effective manner. Coordinates functions of the team members. Demonstrates a sincere interest in employees'  activities, abilities, etc.
Further clarification, as needed:

ELEMENT: PROGRAM MANAGEMENT

STANDARD: Manages program(s) resolving issues and problems within the employee's control. Monitors all aspects of program(s) for quality, effectiveness, and consistency. Program plans and guidance are responsive to objectives and requirements of the agency. Policy instructions are appropriately issued and are accurate. Evaluates effectiveness of work and adjusts plan accordingly.
Further clarification, as needed:

ELEMENT: SPECIAL PROJECTS

STANDARD: Special projects are regularly completed on time in a competent, accurate, and thorough manner. Completed projects comply with regulations and procedures. Special projects are completed independently or reflect research and collaboration with others as required.

ELEMENT: RESEARCH AND ANALYSIS

STANDARD: Thoroughly and accurately researches issues in a timely manner, using available reference sources (e.g. USDA manuals or applicable law or regulations). Makes reasonable recommendations or decisions based on available guidance.
Further clarification, as needed

ELEMENT: CUSTOMER SERVICE

STANDARD: Provides advice that is timely, responsive and accurate. Maintains appropriate rapport with internal and external customers. Develops and establishes working relationships with external organizations as required. Keeps supervisor and/or team leader informed of difficult and/or controversial issues and unique problems. Takes action to effectively solve problems before they have an adverse impact on the organization or other employees.
Further clarification, as needed:

ELEMENT: EQUAL OPPORTUNITY AND CIVIL RIGHTS (Mandatory for Supervisors and Managers)

STANDARD: Performs duties in a manner which consistently demonstrates fairness, cooperation, and respect towards coworkers, office visitors, and all others in the performance of official business. Demonstrates an awareness of EO/CR policies and responsibilities of Agency and Departmental goals of valuing a diverse, yet unified workforce.

ELEMENT: PERSONAL CONTACTS – EO/CR (Mandatory for all Non-Supervisory Employees)

STANDARD: Routinely displays courteous and tactful behavior towards internal and external customers, supervisors, coworkers, and/or team members. Projects a positive and professional image of USDA.  Performs duties in a manner which consistently demonstrates fairness, cooperation, and respect towards coworkers, office visitors, and all others in the performance of official business. Demonstrates an awareness of EO/CR policies and responsibilities of Agency and departmental goals of valuing a diverse, yet unified workforce.

ELEMENT: RESOURCE MANAGEMENT

STANDARD: Monitors allocated funds and maintains complete and accurate records of expenditures. Routinely utilizes resources in an efficient and effective manner. Ensures that funds, property and other resources are guarded against waste, loss, unauthorized use, and misappropriation.
Further clarification, as needed:

ELEMENT: INDIVIDUAL CONTRIBUTIONS TO THE TEAM

STANDARD: Ordinarily displays dependability and reliability. Promotes open communication. Contributes creative ideas and actively participates in team meetings resulting in added value to the team's products and services. When problems arise, explores causes and assists in resolving them. Works with team members to appropriately implement decisions. Is usually open-minded to new ideas and approaches in implementing the team's goals. Willingly accepts and acts on constructive criticism.
Further Clarification, as needed:

EXAMPLES OF “MISSION RESULTS” PERFORMANCE STANDARDS

The following “mission results” performance standards are examples of standards that link to organizational goals and cascade from the top down.  These examples may contain duties that do not apply in all work situations.  They should be modified as appropriate.

Performance Appraisal Worksheet – GS 13 -14 Soil Scientist

Performance Element 2:  Mission Results (Critical)

Performance Standard: Technical Support for Field Offices and Management of MRLA Area

Standard is to be completed in accordance with General Manual, electronic-Field Office Technical Guide, National Food Security Act Manual and other appropriate documents.  Specific results measured against the Agency’s Progress Reporting System.

In order for the (Insert State Name) to achieve its goal of completing X  number of acres of digital soil surveys made available during FY06, the employee must complete an average of Y each month, while meeting the requirements outlined in the Agency’s operating procedures.

In order for the (Insert State Name) to achieve its goal of completing X  number of digital soil surveys made available in FY06, the employee must complete an average of Y each month, while meeting the requirements outlined in the Agency’s operating procedures.

In order for the (Insert State Name) to achieve its goal of completing X  number of acres of new or updated soil surveys released for public use in FY06, the employee must complete an average of Y each month, while meeting the requirements outlined in the Agency’s operating procedures.

In order for the (Insert State Name) to achieve its goal of completing X  number of number new or updated soil surveys released for public use in FY06, the employee must complete an average of Y each month, while meeting the requirements outlined in the Agency’s operating procedures.

In order for the (Insert State Name) to achieve its goal of completing X  number acres of soil surveys mapped or updated in FY06, the employee must complete an average of Y each month, while meeting the requirements outlined in the Agency’s operating procedures.

In order for the (Insert State Name) to achieve its goal of completing X  number of soil investigation studies conducted in FY06, the employee must complete an average of Y each month, while meeting the requirements outlined in the Agency’s operating procedures.

In order for the (Insert State Name) to achieve its goal of completing X  number of edit and maintain soils data at Soil Data Ware House in FY06, the employee must complete an average of Y each month, while meeting the requirements outlined in the Agency’s operating procedures.

Rating: 

q     Exceeds Fully Successful

q     Meets Fully Successful

q     Does Not Meet Fully Successful

Performance Appraisal Worksheet – GS 12 Soil Conservationist (DC)

Performance Element 2:  Mission Results (Critical)

Performance Standard:  Conservation Planning and Application

Standard is to be completed in accordance with General Manual, electronic-Field Office Technical Guide, National Food Security Act Manual and other appropriate document.
Specific results measured against the Agency’s Progress Reporting System.

In order for the (State) to achieve its goal of completing X comprehensive nutrient management plans (CNMP) during FY06, the employee must complete an average of Y each month, with Y meeting the requirements outlined in the Agency’s operating procedures.

In order for the (State) to achieve its goal of completing X CNMP applied during FY06, the employee must complete an average of Y each month, with Y meeting the requirements outlined in the Agency’s operating procedures.

In order for the (State) to achieve its goal of completing X conservation plans for cropland written during FY06, the employee must complete an average of Y each month, with Y meeting the requirements outlined in the Agency’s operating procedures.

In order for the (State) to achieve its goal of completing X of conservation plans for grazing land written during FY06, the employee must complete an average of Y each month, with Y meeting the requirements outlined in the Agency’s operating procedures.

In order for the (State) to achieve its goal of completing X of acres of grazing land with conservation applied to protect resource base during FY06, the employee must complete an average of Y each month, with Y meeting the requirements outlined in the Agency’s operating procedures.

In order for the (State) to achieve its goal of completing X of acre feet of irrigation efficiency improved during FY06, the employee must complete an average of Y each month, with Y meeting the requirements outlined in the Agency’s operating procedures.

In order for the (State) to achieve its goal of completing X of acres of reduction of cropland soils damaged by erosion during FY06, the employee must complete an average of Y each month, with Y meeting the requirements outlined in the Agency’s operating procedures.

In order for the (State) to achieve its goal of completing X  of acres of watershed or area-wide conservation plans developed for water or air quality during FY06, the employee must complete an average of Y each month, with Y meeting the requirements outlined in the Agency’s operating procedures.

In order for the (State) to achieve its goal of completing X of watershed or area-wide conservation plans developed for water or air quality during FY06, the employee must complete an average of Y each month, with Y meeting the requirements outlined in the Agency’s operating procedures.

In order for the (State) to achieve its goal of completing X of watershed or area-wide resource plans, studies or inventories for flood prevention or mitigation during FY06, the employee must complete an average of Y each month, with Y meeting the requirements outlined in the Agency’s operating procedures.

In order for the (State) to achieve its goal of completing X of watershed or area-wide resource plans, studies or inventories water conservation and water supply during FY06, the employee must complete an average of Y each month, with Y meeting the requirements outlined in the Agency’s operating procedures.

In order for the (State) to achieve its goal of completing X of watershed or area-wide resource plans, studies or inventories for flood prevention or mitigation during FY06, the employee must complete an average of Y each month, with Y meeting the requirements outlined in the Agency’s operating procedures.

In order for the (State) to achieve its goal of completing X of acres of wetlands created, restored or enhanced during FY06, the employee must complete an average of Y each month, with Y meeting the requirements outlined in the Agency’s operating procedures.

In order for the (State) to achieve its goal of completing X of acres of agricultural lands managed for the protection and enhancement of habitat for species with declining populations during FY06, the employee must complete an average of Y each month, with Y meeting the requirements outlined in the Agency’s operating procedures.

In order for the (State) to achieve its goal of completing X of acres of agricultural lands treated for which wildlife habitat is the primary or secondary resource concern during FY06, the employee must complete an average of Y each month, with Y meeting the requirements outlined in the Agency’s operating procedures.

Rating: 

q     Exceeds Fully Successful

q     Meets Fully Successful

q     Does Not Meet Fully Successful

Performance Appraisal Worksheet – GS 11  (Field) Soil Scientist

Performance Element 2:  Mission Results (Critical)

Performance Standard:   Technical Support of MRLA Area

Standard is to be completed in accordance with General Manual, electronic-Field Office Technical Guide, National Food Security Act Manual and other appropriate documents.  Specific results measured against the Agency’s Progress Reporting System.

In order for the (Insert State Name) to achieve its goal of completing X  number of acres of soil surveys mapped or updated during FY06, the employee must complete an average of Y acres of soil surveys mapped or updated each month, meeting the requirements outlined in the Agency’s operating procedures.

In order for the (Insert State Name) to achieve its goal of completing X  number of soil investigation studies conducted (characterization, water table, etc.) during FY06, the employee must complete an average of Y each month, while meeting the requirements outlined in the Agency’s operating procedures.

In order for the (Insert State Name) to achieve its goal of completing X  number of data map units populated or edited in National Soil Information system (NASIS) database during FY06, the employee must complete an average of Y each month, while meeting the requirements outlined in the Agency’s operating procedures.

In order for the (Insert State Name) to achieve its goal of completing X  number of field notes collected in National Soil Information system (NASIS) database during FY06, the employee must complete an average of Y each month, while meeting the requirements outlined in the Agency’s operating procedures.

In order for the (Insert State Name) to achieve its goal of completing X  number of data map units populated or edited in National Soil Information system (NASIS) database during FY06, the employee must complete an average of Y each month, while meeting the requirements outlined in the Agency’s operating procedures.

Rating: 

q     Exceeds Fully Successful

q     Meets Fully Successful

q     Does Not Meet Fully Successful

Performance Appraisal Worksheet – GS 10 Administrative Assistant (Mandatory):

Demonstrates support for agency strategic goals and initiatives within the Office of the (blank) and contributes to the achievement of overall agency initiatives.  Makes timely and effective decisions, and produces results through strategic thinking and decisive action.   Ensures a high degree of responsiveness to management, the public, and internal and external customers.  Continually reviews, monitors, and strives to improve organizational performance to achieve agency mission results.

Ensures that civil rights are considered in program delivery and implementation.  Ensures compliance with civil rights laws, rules, regulations, and executive orders. 

Performance links to the following NRCS Strategic plan goals:

NRCS Strategic Goal 1: Enhance the productive capacity of the natural resource base to enable a strong agricultural and natural resource sector.

NRCS Strategic Goal 4: Deliver high quality services to the public to enable natural resource stewardship.

FULLY SUCCESSFUL PERFORMANCE REQUIREMENT:

Assists the supervisor by performing a wide range of administrative and office duties in support of NRCS Strategic Goals 1 and  4.      Improves how office information is organized; implements work processes that contribute to the efficient delivery of mission critical work.  Develops innovative solutions to problems, where needed, which result in improved office workflow.

Recommendations and contributions are generally accepted because they are based on demonstrated sound judgment, cost effectiveness, and sensitivity to the effects on overall office policy, and are supported by sound analysis and rationale.  Responds to requests for information about program functions in a timely manner.  Written responses require minimal editing.

Compiles, summarizes and presents information involving programs and related strategic activities that conform to grammar and style rules.

Supervisor is informed of sensitive and controversial emerging issues as well as problems and challenges that arise.  Meets established schedules and deadlines and adapts to changing priorities.

Rating: 

q     Exceeds Fully Successful

q     Meets Fully Successful

q     Does Not Meet Fully Successful

Send comments on this page to Webmaster
Last updated: February 7, 2006

< Back to Performance Management