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Human Capital - Employee Performance Management Standards
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Human Capital Procurement Grants Management Travel Financial Management Human Capital - Talent Acquisition Human  Capital - Talent Development Human  Capital - Employee Performance Management Human Capital - Compensation and Benefits   The Federal Integrated Business Framework is a model that enables the Federal government to better coordinate and document common business needs across agencies and focus on outcomes, data, processes and performance. It is the essential first step towards standards that will drive economies of scale and leverage the government’s buying power.

Human Resources Service Area Lead
Name: OPM, Human Resources Line of Business
Web:www.opm.gov/services-for-agencies/hr-line-of-business/
References:Human Capital Business Reference Model



Federal Business Lifecycle f
ies Business Use Cases Standard Data Elements Performance Metrics
Federal Business Lifecycle - Employee Performance Management
Federal Business Lifecycles, service areas, functions, and activities serve as the basis for a common understanding of what services agencies need and solutions should offer.

Functions: Breakdown of a service area into categories of services provided to customers.

Activities: Within a function, processes that provide identifiable outputs/outcomes to customers are defined as activities.
Select from the list of available functions to view associated activities
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Business Capabilities - Employee Performance Management
Business Capabilities are the outcome-based business needs mapped to Federal government authoritative references, forms, and data standards.

Capability ID Function Activity Name Business Capability Statement
A4.R1 Employee Performance Management Employee Performance Management System Development Define a timeline for establishing, approving, and signing performance plans.
A4.R10 Employee Performance Management Employee Performance Management System Development Provide ability to establish performance elements and standards to be incorporated into the summary rating calculation (weighted and/or unweighted).
A4.R11 Employee Performance Management Employee Performance Management System Development Provide the ability to establish the methodology (consistent with applicable laws, rules, regulations, policies, and guidelines) that will be used to derive a rating of record.
A4.R12 Employee Performance Management Employee Performance Management Cycle Administration Provide the ability to update employee’s title, organization, series, grade, and goals on a Performance Plan.
A4.R13 Employee Performance Management Employee Performance Management Cycle Administration Provide the ability for Rating Officials and employees to acknowledge issue and receipt of all performance documents when creating a new plan.
A4.R14 Employee Performance Management Employee Performance Management Program Development Provide the ability to enable multiple approval processes (Emp/Supv, Emp/Supv/2nd Level Supv, and Supv only) for the performance plan.
A4.R15 Employee Performance Management Employee Performance Management Program Development Provide the ability to change the rating official.
A4.R16 Employee Performance Management Employee Performance Management System Development Evaluate performance appraisal systems and programs in accordance with applicable laws, rules, regulations, policies and guidelines.
A4.R17 Employee Performance Management Employee Performance Management Program Development Ensure the Employee is provided with information about the Performance Plan review process.
A4.R18 Employee Performance Management Employee Performance Management Program Development Provide the ability to link position description to performance plan.
A4.R19 Employee Performance Management Employee Performance Management Program Development Provide the ability to access a library of established performance elements other than elements focused on specific results.
A4.R2 Employee Performance Management Employee Performance Management System Development Establish a minimum Appraisal Period.
A4.R20 Employee Performance Management Employee Performance Management Program Development Provide the ability to align competencies with performance management.
A4.R21 Employee Performance Management Employee Performance Management Program Development Provide the ability to align individual development plans (IDP) with annual performance plans.
A4.R22 Employee Performance Management Employee Performance Management Program Development Provide the ability for rating official to assign and rate technical and non-technical competencies.
A4.R23 Employee Performance Management Employee Performance Management System Development Provide the ability to support the application for certification of the senior professional (SL/ST) appraisal system(s) in accordance with applicable laws, rules, regulations, policies and guidelines.
A4.R24 Employee Performance Management Employee Performance Management Program Development Provide the ability for the rating/reviewing official and HR Practitioner to view cycle progress by organization, office, and employee in accordance with applicable laws, rules, policies, and guidelines.
A4.R25 Employee Performance Management Employee Performance Management Program Development Provide the ability to provide measurable, quantifiable and timely data elements to report progress on performance objectives.
A4.R26 Employee Performance Management Employee Performance Management Cycle Administration Ensure that changes to the performance plan are documented and communicated to the employee.
A4.R27 Employee Performance Management Employee Performance Management Cycle Administration Establish a mechanism for employee acknowledgement of changes or modifications to established performance plans.
A4.R28 Employee Performance Management Employee Performance Management Cycle Administration Provide the ability for Rating Official to view Accomplishments submitted by the employee throughout the appraisal period.
A4.R29 Employee Performance Management Employee Performance Management System Development Establish the mechanism to capture, document and communicate employee unacceptable (e.g., less than Fully Successful) performance in accordance with applicable laws, rules, regulations, policies and guidelines.
A4.R3 Employee Performance Management Employee Performance Management Program Development Establish a mechanism to create, modify, or view performance plans at any time throughout the performance cycle.
A4.R30 Employee Performance Management Employee Performance Management Cycle Administration Provide the ability for Rating Officials and employees to acknowledge issue and receipt of performance documents during progress reviews.
A4.R31 Employee Performance Management Employee Performance Management Cycle Administration Provide the ability to support one or more progress reviews during an appraisal cycle in accordance with applicable laws, rules, regulations, policies and guidelines.
A4.R33 Employee Performance Management Employee Performance Management Data Capture, Transfer, and Reporting Provide the ability to submit documents supporting personnel actions informed by performance, excluding WGIs and QSIs.
A4.R34 Employee Performance Management Employee Performance Management Cycle Administration Provide the ability for the Rating Official to view the submitted Self-Assessment throughout the appraisal period.
A4.R35 Employee Performance Management Employee Performance Management Program Development Provide the ability for employee to request feedback any time during the performance appraisal period.
A4.R36 Employee Performance Management Employee Performance Management Cycle Administration Provide the ability to track supervisor's Coaching or Mentoring Tasks / Reminders / To Dos, to support engagement with staff and accountability for engaging employees.
A4.R37 Employee Performance Management Employee Performance Management Program Development Provide the ability for managers and employees to provide, track and maintain feedback, and/or accomplishments during Progress Reviews.
A4.R38 Employee Performance Management Employee Performance Management Program Development Provide the ability to enable multiple approval processes (Emp/Supv, Emp/Supv/2nd Level Supv, and Supv only) for summary rating.
A4.R39 Employee Performance Management Employee Performance Management Program Development Ensure rating of record is based only on the evaluation of actual job performance against the established elements, standards and/or expectations, for the designated appraisal period.
A4.R4 Employee Performance Management Employee Performance Management System Development Support the development of employee performance plans in accordance with applicable laws, rules, regulations, policies and guidelines.
A4.R40 Employee Performance Management Employee Performance Management System Development Provide the ability to measure performance against identified elements, standards and/or expectations.
A4.R41 Employee Performance Management Employee Performance Management Program Development Provide the ability to not rate an element.
A4.R42 Employee Performance Management Employee Performance Management Program Development Provide the ability to support the administration of Centralized Review Panel for Senior-Level (SL) and Scientific or Professional (ST) in accordance with applicable laws, rules, regulations, policies and guidelines.
A4.R43 Employee Performance Management Employee Performance Management Program Development Establish mechanism for Rating or Reviewing Official and/or designees to provide written narrative(s) to support individual element ratings and/or summary rating.
A4.R44 Employee Performance Management Employee Performance Management Program Development Provide the ability to capture employee and Rating and Reviewing Officials feedback on a performance appraisal.
A4.R45 Employee Performance Management Employee Performance Management Program Development Provide the ability for a rating official and/or designee to complete and submit a performance review, against the established elements, standards and/or expectations.
A4.R46 Employee Performance Management Employee Performance Management Cycle Administration Provide the ability for Rating Officials and employees to acknowledge issue and receipt of performance documents during performance appraisal.
A4.R46 Employee Performance Management Employee Performance Management Cycle Administration Provide the ability for Rating Officials and employees to acknowledge issue and receipt of performance documents during performance appraisal.
A4.R47 Employee Performance Management Employee Performance Management Program Development Provide the ability for the Rating Official to confirm that he/she conducted an appraisal discussion with the employee and issued a final rating of record.
A4.R48 Employee Performance Management Employee Performance Management Cycle Administration Ensure that the performance appraisal is documented, signed by the rating official, and communicated to the employee.
A4.R49 Employee Performance Management Employee Performance Management Cycle Administration Establish a mechanism to monitor the completion of performance plans, performance reviews, and performance appraisals.
A4.R5 Employee Performance Management Employee Performance Management Cycle Administration Provide guidance and assistance to rating officials during the performance management process in accordance with applicable laws, regulations, and policies.
A4.R50 Employee Performance Management Employee Performance Management Program Development Establish a formal and informal process for reconsideration of the rating of record.
A4.R51 Employee Performance Management Employee Performance Management Data Capture, Transfer, and Reporting Provide the ability to access, retain, and purge current and prior year(s) employee performance records in accordance with applicable laws, rules, regulations, policies and guidelines (e.g., ratings).
A4.R52 Employee Performance Management Employee Performance Management Cycle Administration Provide the ability to remove performance appraisals for plans that are null and void.
A4.R53 Employee Performance Management Employee Performance Management Program Development Establish a mechanism to provide off-cycle progress reviews to support personnel decisions such as WGI approval/disapproval or adverse performance-based actions associated with unacceptable performance.
A4.R54 Employee Performance Management Employee Performance Management Cycle Administration Provide capability for managers to view employee comments while completing appraisal.
A4.R55 Employee Performance Management Employee Performance Management Cycle Administration Provide the ability for the employee to submit a Self-Assessment for consideration during performance reviews.
A4.R56 Employee Performance Management Employee Performance Management Cycle Administration Establish a mechanism to capture previous rating official feedback.
A4.R57 Recognition Management Recognition Programs Development Establish criteria for performance awards.
A4.R58 Employee Performance Management Employee Performance Management System Development Provide the ability to use performance ratings to determine performance award and pay eligibility.
A4.R59 Recognition Management Recognition Programs Development Provide the ability to support the administration of monetary and non-monetary awards.
A4.R6 Employee Performance Management Employee Performance Management System Development Provide the ability to create standardized or employee specific performance elements, standards and/or expectations.
A4.R60 Employee Performance Management Employee Performance Management Data Capture, Transfer, and Reporting Provide the ability to report on awards (monetary and non-monetary) and ratings to make data driven decisions and to evaluate the efficiency and effectiveness of performance and award programs.
A4.R61 Employee Performance Management Employee Performance Management Cycle Administration Provide the ability to submit supporting documentation to recommend a Quality Step Increase, in accordance with applicable laws, rules, regulations, policies and guidelines.
A4.R62 Recognition Management Recognition Programs Administration Provide the ability to monitor and report monetary awards given to employees to ensure compliance with OPM guidelines.
A4.R63 Recognition Management Recognition Programs Administration Provide the ability for managers, HR practitioners, and/or designees to access employee's monetary and non-monetary award history.
A4.R64 Employee Performance Management Employee Performance Management Data Capture, Transfer, and Reporting Provide the ability to create, track, maintain, and access records related to performance management system(s) and program(s) in accordance with applicable laws, rules, regulations, policies and guidelines.
A4.R65 Employee Performance Management Employee Performance Management Cycle Administration Establish a mechanism to formally record the rating of record.
A4.R66 Employee Performance Management Employee Performance Management System Development Support the submission of performance appraisal systems and programs documentation to OPM.
A4.R67 Employee Performance Management Employee Performance Management Data Capture, Transfer, and Reporting Ensure rating and reviewing officials and HR practitioners are able to pull reports throughout the various rating cycle(s), including the rating of record.
A4.R68 Employee Performance Management Employee Performance Management Data Capture, Transfer, and Reporting Establish the mechanism to provide consistent and transparent government-wide reporting of EPM system performance data.
A4.R69 Employee Performance Management Employee Performance Management Program Development Provide data support for senior professional (SL/ST) performance management appraisal system(s) certification in accordance with applicable laws, rules, regulations, policies and guidelines.
A4.R7 Employee Performance Management Employee Performance Management Program Development Provide the ability to define strategic organizational goal alignment with individual elements and standards.
A4.R70 Employee Performance Management Employee Performance Management Cycle Administration Identify and record employees who were not rated and why a rating was not given.
A4.R71 Employee Performance Management Employee Performance Management Program Evaluation Establish the mechanism to report performance management activities to EHRI.
A4.R72 Employee Performance Management Employee Performance Management Cycle Administration Provide the ability for managers and HR practitioners to select competencies from a competency library.
A4.R8 Employee Performance Management Employee Performance Management System Development Provide the ability to establish a minimum and maximum number of performance elements.
A4.R9 Employee Performance Management Employee Performance Management System Development Provide the ability to include performance elements that are critical, noncritical, and/or additional elements in accordance with applicable laws, rules, regulations, policies and guidelines.
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Business Use Cases - Employee Performance Management
A set of agency “stories” that document the key activities, inputs, outputs, and other LOB intersections to describe how the Federal government operates.

To be developed.
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Standard Data Elements - Employee Performance Management
Identify the minimum data fields required to support the inputs and outputs noted in the use cases and capabilities.

To be developed.
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Performance Metrics - Employee Performance Management
Define how the government measures successful delivery of outcomes based on timeliness, efficiency, and accuracy targets.

To be developed.
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