GENERAL SERVICES ADMINISTRATION
Washington, DC 20405
HRM 9430.2 CHGE 2
March 24, 2021
GSA ORDER
SUBJECT: GSA Associate (Employee) Performance Plan and Appraisal System
1. Purpose. This Order issues and transmits the General Services Administration (GSA) Associate (Employee) Performance Plan and Appraisal System (APPAS). APPAS is a critical component of GSA's overall performance management process and its purpose is to improve GSA's performance results in achieving its mission while enhancing opportunities for career success of GSA employees.
2. Background. This Order provides a systematic approach to developing, documenting and communicating employee performance goals, measures, and expectations.
3. Scope and Applicability. APPAS is a critical component of GSA's overall performance management process.
a. Executives, managers, and supervisors are required to have performance plans for each employee in their area of responsibility. These performance plans must contain performance goals, measures and expectations that cascade down from and link directly or indirectly to the performance goals and measures in GSA's Strategic Plan and in the employee's organizational unit performance plan. Additionally, executives, managers and supervisors must communicate the performance plans and provide feedback to employees regarding their performance achievements. Employee performance ratings will be linked to awards and other forms of recognition for employee performance. All employees are encouraged to participate actively and collaboratively in this process to ensure that the capabilities of GSA's team of employees are fully utilized and recognized; that there is a common understanding of performance goals, measures and expectations; and that there is a strong commitment to providing best value services to customer agencies and taxpayers while, at the same time, enhancing the opportunities for career success of GSA employees.
b. APPAS applies to all GSA employees with the following required exceptions:
(1) Executive Schedule appointees;
(2) Senior Executive Service (SES) members;
(3) Presidential Appointees requiring Senate confirmation;
(4) Experts and Consultants, covered by 5 CFR 304;
(5) Board of Contract Appeals judges;
(6) Excepted service employees for whom employment is not reasonably expected to exceed 120 days in a consecutive 12-month period; and
(7) The Office of Inspector General (OIG). 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 (IG) 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 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].” GSA determinations/delegations do not limit that authority). Similarly, GSA specifically recognizes that the IG has independent authority to formulate policies and make determinations concerning training, employee development and career management.
4. Cancellation. HRM 9430.2 CHGE 1 Associate (Employee) Performance Plan and Appraisal System, is cancelled.
5. Explanation of Change. This Change Order ensures the policy conforms to the requirements of the Executive Order on Protecting the Federal Workforce (January 22, 2021), by stating clearly:
a. The requirements under Executive Order 13839, Promoting Accountability and Streamlining Removal Procedures Consistent with Merit Principles have been revoked within this Order.
b. Section 5.f. is updated to recommend the use of either removal procedures set forth in Chapter 75 of title 5, United States Code (Chapter 75 procedures) or Chapter 43 of Title 5, United States Code (Chapter 43 procedures) as appropriate to address instances of unacceptable performance. Section 5.f. below states that the removal procedures set forth in Chapter 75 of Title 5, United States Code (Chapter 75 procedures) or Chapter 43 of Title 5, United States Code (Chapter 43 procedures), should be used in appropriate cases to address instances of unacceptable performance; and
c. Section 5.f.(2)(b) is updated to remove the recommendation that a PIP should not generally afford an employee more than a 30-day period to demonstrate minimally acceptable performance. The revised section states that a PIP should afford an employee a reasonable period to demonstrate minimally acceptable performance.
6. Implementation. This issuance must be carried out in accordance with applicable laws, regulations, and bargaining agreements.
Implementation of this Order with respect to employees represented by a labor organization is contingent upon completion of appropriate labor relations obligations.
7. Signature.
/S/_______________________________
Traci DiMartini
Chief Human Capital Officer
Office of Human Resources Management
U.S. General Services Administration