Sample Critical Elements
When developing plans, please consider the following:
- Critical elements should be written at Level 3 (Achieved Expected Results).
- Critical elements should be realistic and reflect what needs to be done by the employee to meet the mission of the unit and support the objectives of the supervisors in the chain of command.
- Select measures that add value and more fully clarify the level of performance that is desired.
- Select measures that can be assessed accurately and easily.
- Supervisors should communicate the methodologies to be employed for evaluating performance for each critical element.
- Critical elements should be clear enough that they invoke a general consensus between the supervisor and employee as to their meaning.
- If supervisors anticipate that an employee would have difficulty meeting Level 3 for any critical element, the servicing Employee Relations Specialist from the Employee and Labor Relations Team, Workforce Relations Division, OHR, should be contacted immediately.
- All PMAP plans must have at least one individual performance outcome (under Section II.B.) that aligns or tracks back to the HHS Strategic Plan. The “cascade” element should be identified in the following way under the appropriate outcome in the performance plan: “This element also relates to and supports objectives in the HHS Strategic Plan, specifically [cite the specific objective].” For a suggestion as to which aspect of the HHS Strategic Plan these positions may cascade from, please see the cascading flow chart.
- These sample plans should be customized to fit the particular expectations of the position.
- The table is organized by series number.
- The Office Acquisition and Logistics Management (OALM) has developed critical elements on FAC-COR and Small Business requirements.