2001 Performance Plans

In Reply Refer To:                                      November 29, 2000
Mail Stop 601


MEMORANDUM


Supervisors, Managers, and Team Leaders:  Please ensure that employees 
without access to e-mail receive a copy of this message.


To:             All U.S. Geological Survey Employees

From:           Joyce D. Pieritz        (signed)
                Acting Personnel Officer

Subject:        2001 Performance Plans

Now that we are into the new fiscal year, performance plans need to be 
prepared for the next appraisal period.  They are due 60 days after the 
beginning of the rating period.  Performance plans, which contain the 
employee's critical results and performance indicators, are developed 
jointly by the rating official and the employee and are documented in Part 
I on the front page of Form DI-2002.  New plans must be developed for all 
employees except Senior Executive Service employees.  As a reminder, this 
form was revised in December 1997.  Earlier versions of the form are 
unacceptable and should not be used. The revised form is available on the 
Human Resources website at http://www.usgs.gov:8888/ops/hro/perf/.

Critical results are mission-based outcomes or end products that an 
employee is expected to achieve during the appraisal period and are not a 
listing of the employee's duties. Every employee must have at least one, 
but no more than five, critical results. Critical results should be 
written as specifically as possible to let the employee know the results 
that are expected and to enable the rating official to determine whether 
the employee has achieved the results.

Mandatory Non-Discrimination and Workforce Diversity Critical Result for 
Managers and Supervisors

Rating officials are reminded that the U.S. Geological Survey (USGS) 
developed and mandates the following critical result be included in 
performance plans for all managers and supervisors:

Non-Discrimination and Workforce Diversity:  Demonstrates commitment to 
non-discrimination in the workplace by promoting a zero-tolerance 
environment where employees are free from discrimination, harassment, 
hostile work environment, and reprisal, and are not denied opportunities 
for advancement or training because of non-merit factors such as race, 
religion, national origin, sex, color, age, disability, or sexual 
orientation.  Demonstrates commitment to Department of the Interior/USGS 
diversity goals by improving gender, ethnic, racial, and disability 
composition of the organization's workforce.  Demonstrates commitment to 
focused recruitment efforts, as well as training and development programs, 
in the bureau's under-represented job categories.

Performance indicators are generic performance standards that describe the 
qualities that are important to successful performance in each critical 
result.  Performance indicators, which are preprinted on pages 1 and 2 of 
Form DI-2002, address three aspects of performance -- quality, teamwork, 
and customer service.  At the beginning of the rating period, the rating 
official and employee circle on the form the performance indicators that 
apply to each critical result.  If necessary, additional performance 
indicators specific to the employee's position may be identified in the 
blocks titled "Other" within each section of indicators.

Once performance plans are developed, the rating official and employee 
sign and date the appropriate blocks in Part IV on page 2 of Form DI-2002. 
 If for any reason the employee declines to sign the performance plan, the 
rating official must note on the form that the plan has been discussed 
with the employee.  The rating official keeps the original of the 
performance plan and gives a copy to the employee.  No signature by a 
reviewing official is required.

Additional information may be obtained from your servicing personnel 
office or from the Human Resources website at 
http://www.usgs.gov:8888/ops/hro/perf/.