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TO: All IBC Employees
FROM: Jackie Rodriguez-Colón, Chief, Employee & Labor Relations Management Branch
SUBJECT: FY 2025 End of Performance Period Guidance
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FY 2025 Performance Appraisal Period:
July 18, 2025 – October 18, 2025
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As a reminder, progress reviews must be completed by September 1, 2025.
Due to the shortened performance period this year, we are providing additional guidance to help both rating officials and employees navigate the process more effectively.
As part of the FY 2025 Performance appraisal period, we encourage employees to submit a self-accomplishment narrative by October 15, 2025.
Starting October 18, 2025, rating officials must begin assessing performance and preparing summary ratings. A narrative summary is required for any critical element rated Outstanding. This summary should contain examples of the employee’s performance that justify the Outstanding rating. Although not required, we encourage including a narrative summary for critical elements rated at Exceeds Expectations or Fully Successful. All ratings should be completed by October 27, 2025.
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Helpful Tips for Employees:
Preparing self-accomplishments
- Review your performance standards to understand expectations at each level.
- Document your work and align your accomplishments with the corresponding elements.
- Set a weekly reminder to update your tracking document.
- Explain how your performance contributed to organizational goals, IBC Strategic Themes and DOI strategic priorities.
- Provide examples of work products and how they met or exceeded performance standards (i.e., Outstanding, Exceeds Expectations, Fully Successful).
- Highlight ways you showed initiative, solved problems, or improved processes.
- Include any positive feedback or “kudos” received during the performance period.
- Be ready to share this information with your supervisor at the end of the performance period.
- Prepare questions about feedback on specific assignments, areas for growth and training needs.
- Upload your self-assessment to USA Performance or share it directly with your supervisor.
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Helpful Tips for Rating Officials:
Preparing for performance discussions
- Review and incorporate the employee’s self-assessment in this discussion.
- Revisit the Employee Performance Appraisal Plan (EPAP) to refresh your understanding of the performance standards.
- Use specific examples in your performance discussions.
- Develop a system to track team accomplishments to support final ratings.
- Practice active listening to ensure successful two-way performance discussions.
- Meet regularly with each team member and reference recent items you have documented about their performance.
- Be open to questions and provide specific feedback on their performance.
- Include narratives for all rating levels to explain performance and justify ratings.
- Block time on your calendar to prepare and issue performance ratings.
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