It’s time to close out civilians’ performance year and prepare for the next one.
March 31 marks the end of the 2022/2023 civilian performance year for employees covered by either the Excellence, Achievement, and Recognition System (EARS) or the Department of Homeland Security (DHS) Performance Management Program (PMP).
By April 30, Coast Guard supervisors must issue a final rating for all civilian employees who have been on approved performance plans for a minimum of 90 days.
- If you were hired between Jan. 1 and Feb. 25: Your rating cycle is extended until you achieve 90 days on an approved performance plan, then you and your supervisor will complete a delayed rating.
- If you were hired on or after Feb. 26: A performance plan and rating for this cycle is not required. Your performance plan will be established for the next performance cycle.
- Recent position change? If you entered a new position on or after Feb. 26, your rating will be based on your old plan and position.
The Coast Guard encourages all civilian employees to provide input for your final rating. Take the opportunity to tell your supervisor what you have accomplished since the beginning of the rating cycle, April 2022 for most employees. Address both specific core competencies and specific goals/workplans. You also have another opportunity to enter comments when you sign acknowledging receipt of the final rating.
Based on the final rating, you may be eligible for a standard performance award. The Coast Guard uses a standard performance award algorithm with award types, cash and Time-Off Award (TOA), and amounts based on rating level and grade. More information on performance awards is available here for DHS PMP and EARS. If you are eligible for a performance award based on your final rating, your supervisor will discuss the applicable award options with you.
PY2023/2024 performance plans
Supervisors must complete new performance plans for employees on EARS by May 1. Because this is the first large-scale performance close out for all General Schedule employees on the new platform, the DHS Secretary granted additional time to issue the PY 2023/2024 plans for DHS PMP covered positions. Supervisors must complete new performance plans for employees on DHS PMP by May 31.
Supervisors and employees need to take time to evaluate the goals and performance standards in the PY 2022/2023 DHS PMP appraisals and identify any changes needed for the PY 2023/2024 plans. What worked/didn’t work? Are there new projects and priorities that need to be added? Supervisors and employees should collaborate on performance planning every year. Use tools available on the Goal Writing Resource page to help with updating and improving DHS PMP performance goals and standards.