Appraisal
System Descriptions FAQs
The Office of Personnel Management has specific
requirements for agency appraisal system descriptions.
Some frequently asked questions about appraisal system
descriptions include:
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May
an agency establish exceptions to coverage of
employees under a performance appraisal system? |
| Yes, so long as the
employees the agency excludes from one system are
covered by another performance appraisal system
the agency establishes under chapter 43 of title
5, United States Code, and part 430 of title
5, Code of Federal Regulations (unless the
employees are in the excepted service and the
agency has obtained from the Office of Personnel
Management a separate approval for their
exclusion). |
 
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Can
an agency request that the Office of Personnel
Management exclude certain groups of employees
from the appraisal requirements of chapter 43 of
title 5, United States Code, and part 430 of
title 5, Code of Federal Regulations? |
| Yes, for excepted
service positions only. Under section 4302(g)
of title 5, United States Code, and
section 430.202(d) of title 5, Code of Federal
Regulations (CFR), the Office of Personnel
Management has the authority to exclude positions
not in the competitive service from the
requirements of 5 United States Code, chapter 43 and 5
CFR Part 430 when requested by the head of
the agency. |
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Can
an agency exclude temporary employees from its
performance appraisal system? |
Yes. Provided the
temporary employees meet the requirements
established at section 4302(h) of title 5, United
States Code, an agency can exclude them from its
performance appraisal system. Under that section,
an agency may exclude an employee who:
- is serving in a position under a
temporary position for less than 1 year,
- agrees to serve without a performance
evaluation, and
- will not be considered for a
reappointment or for an increase in pay
based in whole or in part on performance.
In addition, the Office of Personnel
Management has already excluded by regulation at
section 430.202(c) of title 5, Code of
Federal Regulations, any excepted service
employee in a position for whom employment in a
consecutive 12-month period is not reasonably
expected to exceed the minimum period that would
otherwise have applied to the employee.
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