The information below only pertains to employees covered under the HHS Performance Management Appraisal Program (PMAP) policy. For information regarding SES/SL/ST plans, please see the Executive Performance Management page.
As a reminder, a Critical Element means a work assignment or responsibility of such importance that unacceptable performance on the element would result in a determination that an employee's overall performance is unacceptable. Depending on the position, most of the information contained on this page is language or standards that are included in existing critical elements, rather than a standalone critical element.
Mandatory DEIA standard for all PMAP plans
This standard is automatically included in ePMAP under the Administrative Requirements element for ALL NIH employees. No additional action is required to include this standard in PMAP plans.
Promote Equal Employment Opportunities (EEO) Civility, and equity for underserved groups including but not limited to racial and ethnic minorities, sexual and gender minorities, individuals with disabilities and women at NIH, the Institutes and Centers, and in the Extramural Research Community* as evidenced by actions/outcomes that:
- Demonstrate support for diversity, equity, inclusion, and accessibility efforts at NIH and within the work unit by actively supporting the implementation of strategies to increase inclusivity and diversity with the NIH enterprise.
- Promote IC-specific Racial and Ethnic Equity Plans and encourage employee participation in IC and NIH DEIA initiatives.
- Utilize NIH resources to actively identify and dismantle any policies and practices that cause or enable inequities in the NIH workforce or the NIH-funded biomedical research community.
- Demonstrate support for and compliance with the updated Manual Chapter 1311: Preventing and Addressing Harassment and Inappropriate Conduct (https://policymanual.nih.gov/1311) by 1) consistently working to prevent and address harassment and inappropriate conduct in the workplace, promoting a safe and civil organizational culture, and creating an environment where all individuals are treated with respect and dignity; 2) promptly reporting any alleged harassment to the Civil program; 3) actively supporting the implementation of your IC-specific Anti-Harassment policy; and 4) consistently communicating in a manner that promotes and facilitates a safe and civil organizational culture.
Promote Equal Employment Opportunities (EEO), Civility, and Equity for underserved groups including but not limited to racial and ethnic minorities, sexual and gender minorities, individuals with disabilities and women at NIH, the Institutes and Centers, and in the Extramural Research Community* as evidenced by efforts to:
- Utilize NIH resources to report any policies and practices that cause or enable inequities in the NIH workforce or the NIH-funded biomedical research community.
- Demonstrate compliance with the updated Manual Chapter 1311: Preventing and Addressing Harassment and Inappropriate Conduct (https://policymanual.nih.gov/1311) by 1) consistently communicating in a manner that promotes and facilitates a safe and civil organizational culture; 2) promptly reporting if you have experienced harassment or related conduct, to appropriate authorities as outlined in the policy; and 3) cooperating fully in administrative inquiries of allegations of harassment and inappropriate conduct.
The following language is mandatory in all PMAP Plans for the following positions: CIO, ISSO, non-SES Executive Officers, and Managers with significant IT and IT security responsibilities (whose role would include performing the kind of activities in the bullets listed below).
This language may be incorporated into an appropriate critical performance element, or incorporated into the Administrative Requirements critical element, or added as its own critical element.
- Develop and implement Cybersecurity Plan of Action and Milestones that describe the approach, current status, and plans to reduce risk and improve the overall cybersecurity posture for your IC
- Establish explicit expectations and ensure adequate training to hold employees accountable for protecting sensitive information o Complete risk assessments and security plans for IC systems and data resources
- Perform continuous monitoring and periodic testing of security controls
- Resolve security vulnerabilities within prescribed time frames
- Deploy NIH cybersecurity technologies
Branch Chiefs and Laboratory or Section Chiefs with Clinical Activity
Ensure safe and effective patient care in a research setting by assuring all staff in the lab/branch with clinical activities are enhancing a culture of patient safety by emphasizing a commitment to safety awareness and improvements as follows:
- Evaluating lab or branch-specific metrics to identify opportunities for improvement, including clinical as well as laboratory (OSHA, CLIA, etc.) metrics;
- Working with the CC Office of Patient Safety and Clinical Quality to develop interventions to improve performance;
- Monitoring the efficacy of these performance improvement interventions;
- Establishing meaningful monitoring of the performance of all clinical practitioners with annual feedback to the practitioners;
- Participating in IC Quality Improvement/Assurance (QA) programs including dissemination of information provided at IC quality meetings;
- Participating, where applicable, in specialty consultations that provides timely, safe, and high quality clinical services;
- Maintaining highest standards of professionalism, including behavior, at all times.
All NIH Staff NIH staff who engage with patients or provide clinical services of any form
Promoting Patient Safety and Reducing Risk
Actively and dependably promote a culture of quality patient care and safety. Direct or indirect clinical services of any form are regularly delivered in a safe, effective, and patient-centered manner.
The above language cannot be edited, but more specific requirements and measures may be added depending on the nature of the services provided and measurable goals.
Personnel designated as FAC-COR
In support of the NIH’s Optimize Acquisition Initiative, the following language is mandatory for all CY22 PMAP Plans for employees appointed as Contracting Officer Representatives at NIH. This language may be incorporated into an appropriate critical performance element (> 50% of workload), or incorporated into the Administrative Requirements critical element (<50% of workload), or added as its own critical element (>80% of workload).
Senior COR (GS-13/Above)
Perform the duties of a COR as described in their COR Appointment Memorandum based on input received from Contracting Officer, maintain FAC-COR Certification, and mentor staff who are Junior CORs or seeking to become CORs as time and expertise permits.
Junior COR (GS-12/Below)
Perform the duties of a COR as described in their COR Appointment Memorandum based on input received from Contracting Officer and maintain FAC-COR Certification.