GSA Employee Performance Plan and Appraisal System

Purpose: 

This Order issues and transmits the General Services Administration (GSA) Employee Performance Plan and Appraisal System (EPPAS). EPPAS is a critical component of GSA’s overall performance management process and its purpose is to improve GSA’s performance results in achieving its mission while enhancing opportunities for career success of GSA employees. 

Background: 

This Order provides a systematic approach to developing, documenting and communicating employee performance goals, measures, and expectations.    

Applicability: 

EPPAS is a critical component of GSA’s overall performance management process for applicable employees.   

1. Executives, managers and supervisors are required to have performance plans for all of their employees. These performance plans must contain performance goals, measures and expectations that cascade down from and link directly or indirectly to the performance goals and measures in GSA’s Strategic Plan and in the Service and Staff Office organizational goals. Additionally, executives, managers and supervisors must communicate the performance plans and provide feedback to employees regarding their performance achievements. Employee performance ratings will be linked to awards and other forms of recognition. All employees are encouraged to participate actively and collaboratively in this process to ensure that the capabilities of GSA’s employees are fully utilized and recognized; that there is a common understanding of performance goals, measures and expectations; and that there is a strong commitment to providing best value services to customer agencies and taxpayers while, at the same time, enhancing the opportunities for career success of GSA employees.  

This Order applies to all GSA employees as they perform their duties. The following are exceptions:

1. The Office of Inspector General (OIG), given its independence under the Inspector General Reform Act of 2008 (5 U.S.C. §§ 401-424).
2. The Civilian Board of Contract Appeals, due to its independent authorities.
3. Executive Schedule appointees.
4. Senior Executive Service (SES) members.
5. Senior Leader (SL) and Scientific or Professional (ST) members.
6. Presidential Appointees requiring Senate confirmation.
7. Experts and consultants, covered by 5 CFR 304.
8. Excepted service employees for whom employment is not reasonably expected to exceed 90 days in a consecutive 12-month period.

Cancellation: 

HRM 9430.2B, Employee Performance Plan and Appraisal System, is canceled.

Summary of Changes: 

1. Updates performance levels and summary ratings to reflect three levels of performance.
2. Removes references to Levels 2 and Level 4.
3. Requires written performance standards for Levels 3 and Level 5.
4. Establishes new performance level definitions for critical elements.
5. Revises appraisal forms in Appendices A and B.
6. Adds new definitions and terms in Appendix D.