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Frequently Asked Questions: Pay-for-Performance (PFP) Evaluation System
An employee on probation will be terminated upon failure to demonstrate proper conduct, technical competency, and/or adequate contribution for continued employment. When a decision is made to terminate an employee during the probationary period, management will provide written notification to the employee stating the reasons for separation and the effective date of the action. Information in the notice regarding the reason for termination will, as a minimum, consist of the manager's conclusions on inadequacies of performance or conduct.
Yes, the value of a share will change from year to year depending upon the amount of money in the pay pool, and the ratings of the employees in that pay pool.
Yes, objectives are to be written at the expected level. Performance objectives are to deal with expected results.
No. The PFP formula requires that all performance appraisal ratings be submitted in a timely manner. In addition, the Commanding General, USAMRDC has stated there can be no exceptions to the timely submission of performance appraisal ratings.
Guidance has been provided to all Commanders/Directors that a forced distribution is prohibited. All employees are to be rated on an individual basis against their performance elements/objectives.
In accordance with the Federal Register, page 10448, Pattern E in Summary Level Chart in 5 CFR 430.208 (d) (1) should be utilized to compare non-DEMO ratings with current DEMO PFP system.
The guidance on archiving performance appraisal forms has not changed under the DEMO system. The last three performance ratings will be maintained in the employee's Official Personnel File (OPF).
Under the DEMO, the length of probationary periods for newly appointed Engineers and Scientists Occupational Family will be 3 years. The probationary period for new hires in all other Occupational Families will be 2 years. For employees being assigned to an initial supervisory position in all Occupational Families, the requirement is to complete an additional year of probation.
Performance objectives can be changed/modified throughout the rating cycle. The employee cannot receive a rating under the adjusted objectives unless they have served under the adjusted objectives for a minimum of 60 days prior to the end of the rating cycle (30 JUN).