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Performance Plans


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DOD Performance Management and Appraisal Program (DPMAP)

What is DPMAP?

DPMAP is a performance management system which covers the majority of DOD employees. It utilizes a process for planning, evaluating, and recognizing employee performance while associating individual employee performance to organizational goals. DPMAP performance cycle runs from April 1 to March 31. Feedback to employees’ on their Performance Plan are at a minimum to be conducted annually.

DPMAP can be found in MyBiz+ under myPerformance.


DPMAP for Employees/Users:

First Time User: If this is your first time accessing MyBiz+ you will have to register for Smart Card Access. With access to MyBiz+ you will also have access to MyPerformance. The MyPerformance link within MyBiz+ will take you directly to the home page of the DPMAP system.

Basic Overview: This document, An Overview for Employees, explains the basic definitions and concepts of the various elements of a performance plan.

Progress Reviews: Progress reviews are feedback to a performance plan prior to the annual appraisal. Progress reviews are typically done halfway through the appraisal cycle, but one can be requested by a supervisor or employee at any time. Before a progress review is conducted, an employee has the option and is encouraged to provide inputs before the rating official. After the employee provides (or doesn’t provide) inputs, the rating official will provide their inputs which is the performance review. Once written, the rating official will discuss it with the employee, after which the employee will review all system inputs, and acknowledge in the DPMAP system. Download the Employee How to Guide for guidance on Progress Reviews and acknowledging them.

Annual Appraisals: Like progress reviews, before an annual appraisal is conducted, an employee has the option and is encouraged to provide inputs before the rating official. This worksheet outlines a couple of approaches and provides practice with writing thorough employee inputs. After the employee provides (or doesn’t provide) inputs, the rating official will provide their inputs which is the annual appraisal. They will also rate each performance element using the scale of of “Level 5 – Outstanding”, “Level 3 – Fully Successful” and “Level 1 -Unacceptable”. The overall performance rating = the sum of ratings for each element / the total number of elements.

Once written and rated, the rating official will set a time to discuss the appraisal with the employee, the communication must reflect the inputs in the DPMAP system. Once the appraisal is complete, the employee will review all inputs, and acknowledge each performance plan element in the DPMAP system. After acknowledged the rating official will approve and forward to the higher level rating official, typically the next level supervisor. The higher level rating official will sign off as the final approver on an annual appraisal.

Other Helpful Resources for Employees/Users:


DPMAP for Supervisors:

The Basics: The document An Overview for Employees, explains the basic definitions and concepts of the various elements of a performance plan. Download DPMAP – Complete Guide For Supervisors to learn how to Create a Performance Plan, Progress Review, and Annual Appraisal. Additional guidance on How to Build A Performance Plan can be found here.

Progress Reviews: Progress reviews are feedback to a performance plan prior to the annual appraisal. Progress reviews are typically done halfway through the appraisal cycle, but one can be requested by a supervisor or employee at any time. Before a progress review is conducted, an employee has the option and is encouraged to provide inputs before the rating official. After the employee provides (or doesn’t provide) inputs, the rating official is required to provide their inputs which is the performance review. Once written, the rating official will set up a meeting with the employee to discuss the progress review, after which the employee will review all system inputs, and acknowledge in the DPMAP system.

Annual Appraisals: Before an annual appraisal is conducted, an employee has the option to provide inputs before the rating official. After the employee provides (or doesn’t provide) inputs, the rating official will provide their inputs which is the annual appraisal. Rating officials are required to complete performance appraisals as part of the end of cycle reviews. “The rating official’s performance appraisal should be more than merely a concurrence with what the employee submitted in the employee input.” (DCPAS) This document is a comparison of the similarities and differences between employee input and supervisor input/the appraisal. Supervisors will then use the scale of “Level 5 – Outstanding”, “Level 3 – Fully Successful” and “Level 1 -Unacceptable” to rate each performance element. The overall performance rating = the sum of ratings for each element / the total number of elements.

Once written and rated, the rating official will set a time to discuss the appraisal with the employee, the communication must reflect the inputs in the DPMAP system. Once the appraisal is complete, the employee will review all inputs, and acknowledge each performance plan element in the DPMAP system. After acknowledged the rating official will approve and forward to the higher level rating official, typically the next level supervisor. The higher level rating official will sign off as the final approver on an annual appraisal.

Employee Changes Positions: When an employee changes positions you can use the table on page two of this Quick Reference Guide to transfer their Performance Plan from the old supervisor/rating official to the new one.

New Rating Official: When a Rating Official Departs you can use the table on page two of this Quick Reference Guide to transfer the Performance Plan from the old rating official to the new one.

Other Helpful Resources for Supervisors:


All DPMAP Downloadable Resources:


Defense Civilian Intelligence Personnel System (DCIPS)

What is DCIPS?

DCIPS incorporates all DoD intelligence positions under a single, performance-based, mission-focused personnel management system. This management system houses Government Grade (GG) employees who are Excepted Service Positions.

What is Expected Service?

Excepted service positions are any federal or civil service positions which are not in the competitive service or the Senior Executive service. Excepted service agencies set their own qualification requirements and are not subject to the appointment, pay, and classification rules in title 5, United States Code. However, they are subject to veterans’ preference.

There are a number of ways to be appointed into the excepted service such as appointed under an authority defined by the U.S. Office of Personnel Management (OPM) as excepted (e.g., Veterans Recruitment Appointment) or being appointed to a position defined by OPM as excepted (e.g., Attorneys). More information can be found about excepted service in 5 U.S.C. 2103 and parts 213 and 302 of title 5 of the Code of Federal Regulations.


DCIPS for Employees/User:


DCIPS for Supervisor:

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Resources:

USAJOBS Types of Service: https://www.usajobs.gov/help/working-in-government/service/#:~:text=Excepted%20service%20positions%20are%20any,title%205%2C%20United%20States%20Code.

DCAPS-DPMAP: https://www.dcpas.osd.mil/policy/performance/dodperformancemanagementappraisal#:~:text=DCPAS%20manages%20the%20DOD%20Performance,the%20majority%20of%20DOD%20employees.