[Code of Federal Regulations]
[Title 5, Volume 1, Parts 1 to 699]
[Revised as of January 1, 2001]
From the U.S. Government Printing Office via GPO Access
[CITE: 5CFR430.307]

[Page 320]
 
                    TITLE 5--ADMINISTRATIVE PERSONNEL
 
                CHAPTER I--OFFICE OF PERSONNEL MANAGEMENT
 
PART 430--PERFORMANCE MANAGEMENT--Table of Contents
 
            Subpart C--Managing Senior Executive Performance
 
Sec. 430.307  Appraising performance.

    (a) Annual appraisals. Agencies must appraise each senior 
executive's performance in writing and assign an annual summary rating 
at the end of the appraisal period.
    (1) At a minimum, a senior executive must be appraised on the 
performance of the critical elements in the performance plan.
    (2) Appraisals of senior executive performance must be based on both 
individual and organizational performance, taking into account such 
factors as--
    (i) Results achieved in accordance with the goals of the Government 
Performance and Results Act of 1993;
    (ii) Customer satisfaction;
    (iii) Employee perspectives;
    (iv) The effectiveness, productivity, and performance quality of the 
employees for whom the senior executive is responsible; and
    (v) Meeting affirmative action, equal employment opportunity, and 
diversity goals and complying with the merit system principles set forth 
under section 2301 of title 5, United States Code.
    (b) Details and job changes. (1) When a senior executive is detailed 
or temporarily reassigned for 120 days or longer, the gaining 
organization must set performance goals and requirements for the detail 
or temporary assignment. The gaining organization must appraise the 
senior executive's performance in writing, and this appraisal must be 
factored into the initial summary rating.
    (2) When a senior executive changes jobs or transfers to another 
agency after completing the minimum appraisal period, the supervisor 
must appraise the executive's performance in writing before the 
executive leaves.
    (3) The annual summary rating and any subsequent appraisals must be 
transferred to the gaining agency. The gaining supervisor must consider 
the rating and appraisals when developing the initial summary rating at 
the end of the appraisal period.