Human Capital Program Landing Page
NASA Workforce Map
Planning • Monitoring • Developing • Rating • Rewarding
Each employee should have a performance plan established within 30 days of the beginning of the appraisal period (June 1) or his/her assignment to the position or set of duties and have an understanding of what the expected outcomes and results are for his/her performance throughout the year, how his/her work assignments are linked to the organization’s goals and objectives and how those relate to the Agency’s Strategic Plan, and how his/her performance will be measured at the end of the appraisal period.
Other Items to Consider When Writing Elements:
Questions to Ask Yourself When Writing Performance Standards:
When employees are detailed or matrixed, it is still the responsibility of the home supervisor (supervisor of record) to conduct a performance planning session and to complete a performance plan for that employee. It is important that every employee’s performance plan accurately represent the entire body of work that is expected of that employee for the coming year. If you have an employee that is detailed or matrixed to another organization(s), it is your responsibility to confer with the Project Manager of the detail or matrix assignment to determine if any additional performance elements or standards need to be added.