System standards for SES performance management systems.

§ 430.305 System standards for SES performance management systems. (a) Each agency performance management system must incorporate the following system standards: (1) Use critical elements based on OPM-validated executive competencies to evaluate executive leadership and results, including the quality of the executive's performance; (2) Align performance requirements with agency mission and strategic planning initiatives; (3) Define performance standards for each of the summary rating performance levels, which also may be used for the individual elements or performance requirements being appraised; (4) Appraise each senior executive's performance at least annually against performance requirements based on established performance standards and other measures; (5) Derive an annual summary rating through a mathematical method that ensures executives' performance aligns with level descriptors contained in performance standards that clearly differentiate levels above fully successful, while prohibiting a forced distribution of rating levels for senior executives; (6) Establish five summary performance levels as follows: (i) An outstanding level; (ii) An exceeds fully successful level; (iii) A fully successful level; (iv) A minimally satisfactory level; and (v) An unsatisfactory level; (7) Include equivalency statements in the system description for agency-specific terms for the five summary performance levels aligning them with the five performance levels required in § 430.305(a)(6); and (8) Use performance appraisals as a basis to adjust pay, reward, retain, and develop senior executives or make other personnel decisions, including removals as specified in § 430.312. (b) An agency may develop its own performance management system for senior executives in accordance with the requirements of this section. (c) OPM may establish, and refine as needed, a basic performance management system incorporating all requirements of this section, which agencies may adopt, with limited adaptation, for performance management of its senior executives.