Human Resources Management Division

NRCS 5 LEVEL PERFORMANCE MANAGEMENT SYSTEM
QUESTIONS AND ANSWERS

QUESTION 1
    Is the agency going to process performance appraisals under the 5 level system using I*CAMS?

ANSWER
    No, Performance appraisals will be in hard copy for FY '06. I*CAMS is moving to NFC. We will work with NFC during 2006 in order to move to an automated performance process for future performance cycles.

QUESTION 2
    Will we have to process end of year rating for FY-'05 early since I*CAMS is moving to NFC  in September 2005?

ANSWER
    No. You can continue to process end-of-year ratings using I*CAMS through December 15, 2005.

QUESTION 3
    Under the new 5 level system, will there still be mandatory performance elements?

ANSWER
    Yes. There is a mandatory supervisory element for supervisors and managers, a mandatory mission results element for all employees and a Civil Rights element for all employees and (for non-supervisors the Civil Rights element should be combined with a critical performance elements).

QUESTION 4
    Will the list of performance elements now contained in I*CAMS continue to be available.

ANSWER
    Yes. The list of performance elements now in I*CAMS will be available on the NRCS Website at a location to be determined.

QUESTION 5
    How can we obtain the forms necessary to develop performance plans and finalize ratings of record under the new five level performance system?

ANSWER
    Form 435 A and B used to develop performance plans and final ratings of record, will be available on the NRCS website at a location to be determined.

QUESTION 6
    What guidance is available for establishing performance plans and finalizing ratings of record?

ANSWER
    Written guidance will be developed and posted to the NRCS website at a location to be determined.

QUESTION 7
    Will there be "generic" performance standards for common series positions?

ANSWER
    Yes. A team will be established to develop performance plans in common job series that cascade from top-down and link to organizational goals under the "Mission Results" element. When completed, they will be posted to NRCS website at a location to be determined.

QUESTION 8
    Will there be a change to the performance appraisal period?

ANSWER
    No. the normal performance appraisal period is from October 1 through September 30 of following year, unless changed through labor negotiations.

QUESTION 9
    If a supervisor departs his/her position less than 90 days prior to the end of the rating, who is responsible for preparing the final rating of record?

ANSWER
    If a first line supervisor leaves their position within 90 days of the end of the rating period and they were the supervisor for 90 days or more, then they are to prepare the final annual performance rating for the employee. If either of these two requirements are not met then the new supervisor (acting or permanent) must start a new "rating period" that will end on September 30th of that year, or the rating period will be extended beyond September 30th so the employee will be under the rating official for 90 days.

    For employees who receive their final rating of record within 90 days of the end of the rating period, the new supervisor (acting or permanent) will put the employee under new performance standards for the next rating period that will end on September 30 of the following year. Therefore, an employee will not be under standards for more than 15 months.

QUESTION 10
    What is a Rating of Record?

ANSWER
    The final summary rating normally issued at the end of the appraisal period which becomes a part of the employee's performance file (EPF) maintained in the Servicing Human Resources Office.

QUESTION 11
    How many elements can I have?

ANSWER
    A minimum of three elements must be used, one of which must be critical and one of which must be non-critical, but normally no more than ten elements will be used.

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Last updated: November 4, 2005

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