NOAA Workforce Management Office
Serving NOAA's Most Valuable Asset - People
General Workforce Performance Appraisal System (GWPAS) - What Every Employee Should Know
- Upon entering a new position, a supervisor has 60 days to establish your performance plan.
- Each appraisal cycle (Oct. 1 - Sep. 30), your supervisor should establish a new performance plan within 60 days.
- If your supervisor informs you that you are performing at an unacceptable level, he or she must give you an opportunity to demonstrate acceptable performance. This opportunity is given through a written Performance Improvement Plan (PIP).
- You can receive a "Does Not Meet Expectations" rating for failing to achieve a critical element. This rating could potentially lead to your removal from the Federal service. If you will not have the opportunity to achieve a critical element, meet with your supervisor right away in order to amend your performance plan or to ensure your opportunity to achieve your critical elements.
- Your supervisor must conduct at least one progress review each appraisal cycle.
- If you leave a position during the appraisal cycle, request an Interim Rating from your supervisor. Take a copy of this Interim Rating to your new position.
- In order to receive a Within-Grade Increase (WGI) or promotion, your current rating of record must be "Meets or Exceeds Expectations."
- Your signature on your end-of-year appraisal does signify your agreement with the rating; it only acts as a record of receipt. If you choose not to sign your end-of-year appraisal, your lack of signature will not nullify your rating, but you have the option of submitting the rating for a higher-level review.
- If you disagree with your final rating, you must submit written comments within 5 workdays to your reviewing official. The reviewing official has 10 workdays to respond in writing. Any rating change should be documented by the reviewing official.
- If you remain dissatisfied with the rating after receiving the reviewing official's response, you may file a formal
administrative grievance or a negotiated grievance as appropriate.
A Critical Element is a mission-based outcome or end product
which is essential to overall success in the position. Remember that
an employee could potentially receive a "Does Not Meet Expectations" rating
and be removed from the Federal service for failure to satisfy the requirements
of a critical element.
Rating is a summary level assigned during
a rating cycle to document the performance of an employee
who is changing positions (if the employee served in
the position for 120 days or more) or is completing a
detail or temporary promotion of 120 days or more. The
interim rating is not a rating of record but is factored
into the final summary level assigned the employee at
the end of the rating cycle.
Page last edited: February 21, 2012