NOTE: Fora full list of excepted personnel see DODI 1400.25, Vol. 431, Appendix 3A

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1) DD Form 2906 is the multipurpose management and appraisal document that should be used throughout the appraisal process to capture an employee’s performance plan, progress reviews, and rating of record) DA (not DOD) requires each employee be evaluated by both a supervisor and a higher- level reviewer (HLR);
3) A minimum day rating period is required before a rating of record can be provided to evaluate an employee’s performance during an appraisal period) One appraisal cycle (1 April March) is mandated for all employees subject to DP-
MAP; and) A three-level numerical rating has been established to quantify an employee’s performance. An employee receives a “5” for Outstanding performance (range 4.3-5.0); a “3” for Fully Successful performance (range 3.0-4.2); and a “1” for Unacceptable performance range 2.9 or lower. Any performance element that results in a “1” requires the employee to receive an overall rating of record of “1”.
2. Four Phases of Performance Management
Under DPMAP there are four phases that supervisors and employees must work through (1) planning, (2) monitoring, (3) evaluating, and (4) rewarding.
a. Planning
An initial counseling is due within the first days of an appraisal period. This counseling session is a supervisor’s way to articulate their expectations of the employee during the appraisal period, and receive input from the employee. Collaboratively, the supervisor and employee should develop the employee’s performance plan, which consists of (1) performance elements (major duties the employee is expected to perform during the appraisal period) and (2) performance standards (how well the employee is expected to perform each performance element. Note Early on, supervisors should ensure an employee’s duty hours are clearly defined, understood, and adhered to.
An employee’s performance plan should contain between three to six performance elements since the intent of the performance plan is to capture major tasks that the employee is required to perform. The performance plan is directly linked to the day-to-day tasks the employee is required to perform (and evaluated on. Furthermore, the performance plan should clearly demonstrate how the tasks that the employee performs advances the mission. Note Supervisors are strongly encouraged to review each employee’s PD annually to ensure it accurately reflects their duties and responsibilities.
With performance elements established, performance standards must then be written for each corresponding performance element. Each performance standard must be written at a Fully Successful level (“3”) to allow for outstanding performance hence, no standard can require zero- defect, meaning there can be no absolute standards. Furthermore, each performance standard must be written

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