SMART, meaning:Return to Table of Contents

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S
– Specific (limited to one task)
M
– Measurable (against an objective standard)
A
– Achievable (employee has the requisite skill, education, training to complete)
R
– Relevant (to the mission of the organization)
T
– Timely (able to be reasonably completed during the appraisal period)
b. Monitoring
Once the employee’s performance plan has been established (and the DD 2906 signed by the employee, the supervisor, and the HLR), the supervisor begins the process of assessing the employee’s performance. One progress review (ie. midterm counseling) initiated by the supervisor is required under DPAMP, however performance discussions initiated by either the employee or the supervisor are strongly encouraged throughout the appraisal process. During this phase, the supervisor should evaluate how well the performance elements are written, and modify them if necessary.
c. Evaluating
Upon completion of the appraisal period (or at least days of operating under an approved performance plan, a supervisor can finalize the performance appraisal and assign a rating of record. For any “1” or “5” given, the supervisor should provide a narrative justification. The employee, supervisor, and HLR will sign DD 2906, making the appraisal complete.
d. Rewarding
Recognizing and rewarding fully successful or outstanding performance should occur close in time to when an employee’s performance or act is being rewarded. The supervisor should discuss with the employee what type of reward the employee would prefer to receive although manage expectations in away to remind the employee that a reward is not an entitlement.
D. Addressing Misconduct and Performance-Based Ad-
verse Actions
Civilian employees can be disciplined for their actions and behavior both on and off-duty.

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