ADS Chapter 421 - Senior Executive Service Performance Management System

The system is designed to ensure accountability for individual and organizational performance and improve overall Agency performance. The system promotes excellence in Senior Executive performance, holds executives accountable for business results, and establishes and communicates individual and organizational performance goals and expectations. The Administrator, or designee, serves as the appointing authority for the SES and is responsible for approving annual summary ratings, bonuses, and pay adjustments based on each executive's performance. The Office of Human Resources, Civil Service Personnel Division (OHR/CSP), is responsible for administering the SES performance management system, explaining the appraisal process and requirements, providing formal training and guidance, and coordinating and disseminating information on organizational performance and results. Rating Officials, or immediate supervisors, are responsible for establishing performance plans and standards, monitoring and communicating progress, conducting progress reviews, and proposing actions for executives whose performance is less than "Fully Successful." The Performance Review Board (PRB) is responsible for approving SES performance plans, evaluating initial summary ratings, providing support and oversight, and providing written recommendations to the Administrator on all rated executives. The annual performance appraisal period for executives begins on October 1 and ends on September 30 of the following year. The minimum period of performance for which an executive may receive a valid appraisal is 90 days. If an executive has not been under an established SES performance plan for the minimum appraisal period of 90 calendar days, USAID will extend the appraisal period for the amount of time necessary to meet the minimum appraisal period. Supervisors must provide written performance work plans at the beginning of the appraisal period in consultation with the executive. This must be done within 30 calendar days at the start of the appraisal period or upon the executive's entry to a particular SES position. The performance work plans must be clear, results-oriented, equitable, and establish the relationship between organizational goals and the executive's expected results and achievements. The SES performance management system uses performance results as the primary basis for determining SES pay, awards, development, retention, removal, and other employment decisions. The system also requires the use of performance appraisals, which are used to evaluate executive performance and provide feedback to executives. The system includes mandatory policies and required procedures, including the appraisal period, performance work plans, progress reviews, and appraisal of performance. The Office of Management, Policy, Budget, and Performance, Budget Division (M/MPBP/BUD) is responsible for collaborating with the Office of Human Resources (OHR) staff to recommend the level of funding for the SES Performance Management and Pay Administration Plan, prior to PRB consideration of individual pay adjustments for executives. The system also includes mandatory references, definitions, and additional help, including optional forms and guidance on the proper preparation and completion of SES performance plans.