GSA Senior Executive Service (SES) Performance Management and Appraisal System

GENERAL SERVICES ADMINISTRATION 

                Washington, DC 20405     

HRM 9430.5

December 16, 2020

GSA ORDER

SUBJECT: GSA Senior Executive Service (SES) Performance Management and Appraisal System

1.  Purpose.

     a.  This Order transmits policy updates to the General Services Administration (GSA) Senior Executive Service (SES) Performance Management and Appraisal System provisions that apply only to the SES. GSA retains the discretion to issue additional agency-specific internal performance guidance annually and throughout the performance year.

     b.  In Fiscal Year 2013, GSA adopted the Office of Personnel Management (OPM) Governmentwide Performance Management model for its Senior Executive Performance Management System. Under the OPM-approved System Description, GSA Senior Executives develop executive performance plans that are evaluated based on the new system, which also allows additional agency-specific internal performance guidance to be issued by GSA.

2.  Scope and Applicability.

     a.  This Order applies to all GSA SES members covered by the provisions of subchapter II of Chapter 43 of Title 5, United States Code regardless of the type of SES appointment (i.e., career, non-career, limited term and limited emergency appointments) with the exception of: SES employees in the Office of the Inspector General (OIG).

     b.  The OIG has independent personnel authority. See Section 6 of the Inspector General Act of 1978, (5 U.S.C. App. 3), as amended (Inspector General is authorized “to select, appoint, and employ such officers and employees as may be necessary for carrying out the functions, powers, and duties of the Office of Inspector General”) and GSA Order ADM 5450.39D CHGE 1, GSA Delegations of Authority Manual (Delegations Manual), Chapter 2, Part 1 (“the Inspector General has independent authority to formulate policies and make determinations concerning human capital issues within the [OIG] and GSA determinations/delegations do not limit that authority). Similarly, GSA specifically recognizes that the Inspector General has independent authority to formulate policies and make determinations concerning training, employee development, and career management.

     c.  This Order does not apply to the Civilian Board of Contract Appeals (CBCA), as the CBCA does not employ any SES members. However, should the CBCA employ one or more SES members in the future, this Order would apply only to the extent that the CBCA determines it is consistent with the CBCA’s independent authority under the Contract Disputes Act, and it does not conflict with other CBCA policies or the CBCA mission.