9 0 obj endobj xZ[s~N $v$o=Ad[milww IP'b"{|6{~v|t]x[13SJoAW YB.?o} h)fB6ORJdfVB+y,Nl~_2':( Engagement and Collaboration. For additional information on this topic, or to learn more about implementing the best strategies today for the best workforce tomorrow, contact us via email at HRStrategy@opm.gov. endobj OPM Consultants evaluate performance plans against criteria specified in the PAAT and indicate a rating of met/not met for each requirement. var addthis_config = { Contact your IC Performance Liaison or the NIH Performance Management Team. Date = change date listed on the issuance, Exp. endobj } 2647 0 obj <>stream const isDGOV2 = true; endobj const ssSelector = '#dgov2slideshowId-713752'; A lock ( The new program will have three rating tiers -- outstanding, fully successful and unacceptable. This Performance Management guidance relates to the management of employee performance (i.e., planning, developing, monitoring, rating, and rewarding employee contributions), rather than performance-based or performance-oriented approaches to managing, measuring, and accounting for agency program performance. h| WhatsApp Two options available to you include a Printable Individual Development Plan or a digital version in the HHS Learning Management System. <> Valuing Employee Performance Training DPMAP Instructor Led Training Materials The DoD Performance . Official websites use .gov var maxh = wh - hextra - hborder; 1195 0 obj <>/Filter/FlateDecode/ID[<808BF23B0D5A4145B3D77E70FB137F3C>]/Index[1169 44]/Info 1168 0 R/Length 120/Prev 364311/Root 1170 0 R/Size 1213/Type/XRef/W[1 3 1]>>stream Approximately 3,100 civilian employees within the Civilian Human Resources Agency became the inaugural group to enter this new program, which ensures ongoing recognition and communication between employees and supervisors throughout the appraisal cycle. Self-evaluation In a self-evaluation assessment, employees first conduct their performance assessment on their own against a set list of criteria. Performance Management Appraisal Program at NIH, Public Student Loan Forgiveness Employment Certification, Pathways for Students and Recent Graduates, FY22 Awards Guidance for Non-SES Employees, Opportunity to Demonstrate Acceptable Performance (ODAP), Commissioned Officer's Effectiveness Report (COER), Developing Critical Elements for Performance Plans, Determining Strategic Goals or Objectives for Each Critical Element, Pitfalls to Avoid When Appraising an Employee, Senior Executive Service (SES) and Senior Level Title-42 Performance Management, Seven Performance Management Tips for Supervisors, How to Become an NIH Leave Bank Recipient, Steps after recipient application approval, Suggested Competency Models for Job Series, NIH Acquisition Management Training Resource Center (AMTRAC), Individual Development Plan (IDP) Consulting & Workshops, Appointment of Certain Family Members of Overseas Employees Eligibility, Appointment of Certain Foreign Service Employees Eligibility, Appointment of Certain Military Spouses Eligibility, Appointment of Peace Corps or AmeriCorps VISTA Staff Members Eligibility, Interagency Career Transition Assistance Program, Land Management Workforce Flexibility Act, OPM Interchange Agreement and Other Miscellaneous Authorities Eligibility, Schedule A for Applicants with Disabilities Eligibility, Appointment of Certain Base Facilities Management Employees Eligibility, Senior Biomedical Research Service (SBRS), Title 42 209(f) and Title-42 209(g) - if not covered under the Executive Performance Management System (EPMS). Critical Thinking. (3) Facilitates a fair and meaningful assessment of employee performance. Conducts management studies/analysis for the Medical Treatment Facility (MTF), and its outlying clinics comprised of workload, Full Time Equivalents (FTEs) and expense data to improve processes, determine economy-of-scale, efficiency of . var g_isDynamic = false; endobj If you wish to attend in-person training with your homeport, ensure NACC receives a copy of the [ 14 0 R] They are already in a system covered by another statutory requirement, she said. DCPAS manages the DOD Performance Management and Appraisal Program (DPMAP), a performance management system which covers the majority of DOD employees. var ratio = Math.min(maxw / iw, maxh / ih); hAK0)IR*u-joM=*^0aG0A`DQ]~t9AWj'(7!(w21.S5VYPP:+YF eX*:)}op&ctk*FW1>(iDD&vcmy=yD K] |@ OPM Consultants provide training so that agency officials will be knowledgeable and able to use the system independently. // stop scrollbar from flashing NEW CUMBERLAND, Pennsylvania - By now, you all should be aware of the new DoD Performance Management and Appraisal Program or DPMAP, which DLA and DLA Distribution implemented on April 1. dod performance management and appraisal program dpmap, by order of the dodi1400 25v431 afi36 1002 secretary of, Departmental Administration's (DA) mission is to provide management leadership to ensure that USDA administrative programs, policies, advice and counsel meet the needs of USDA people and projects, consistent with laws and mandates; and provide safe and efficient facilities and services to customers. The service branch said Wednesday . } PERFORMANCE MANAGEMENT AND APPRAISAL PROGRAM. The DoD Performance Management and Appraisal Program (DPMAP) (1) provides a framework for supervisors and managers to communicate expectations and job performance (2) links individual employee. Access your personnel information and process HR actions through these systems. DoD Performance Management and Appraisal Program Video 5 - Addressing Performance Issues: What do you do? OPM Consultants can provide internal reviews to help agencies ensure that their performance management plans are compliant with Human Capital Accountability Assessment Framework (HCAAF) and Performance Appraisal Assessment Tool (PAAT ) requirements. New Beginnings Personnel Authorities and Flexibilities, Army Civilians transition to new DOD-wide appraisal program, DOD launches new Civilian Performance Appraisal Program, DOD to implement 3-tier Civilian Performance Appraisal System, Department of Defense announces progress on design and implementation of new civilian employee performance management system and appointment procedures. $.colorbox.resize({ width: "100%", height: "100%" }); OPM Consultants guide the development and implementation of a performance appraisal program/system in accordance with Title 5 United States Code, Chapter 43 and ensure the system adequately addresses the requirements of the Human Capital Assessment and Accountability Framework (HCAAF) and the criteria specified in the Performance Appraisal Assessment Tool (PAAT). DPMAP is a three-tiered performance management program with the rating levels of "Level 5 Outstanding", "Level 3 - Fully Successful" and "Level 1 -Unacceptable". Options include monetary,non-monetary, honorary and informal awards. OPM Consultants can help guide : the development of performance appraisal plans in accordance with policy and OPM requirements. %PDF-1.6 % Choose which Defense.gov products you want delivered to your inbox. ET Earnings Threshold. onClosed: function () { The Department of Defense has worked with the Office of Personnel Management to develop the Defense Performance Management and Appraisal Program, a DOD-wide performance. It encourages employee involvement in the process which is ultimately the responsibility of the supervisor to complete. A %P!RYZlghd401aQE ga7f9T)` ? If applicable, give them their name tents or name tags. Contact us to ask a question, provide feedback, or report a problem. RSE Recognized Seasonal Employer. bodyScrollLock.disableBodyScroll(this); Each person will discover their full True Colors personality spectrum and receive an in-depth report. The new DoD RIF policy and procedures are consistent with the implementation of the DoD Performance Management and Appraisal Program. The distinctive report describes behavioral tendencies and includes powerfully effective tips for communicating with people of all personality types. Each competency in this model includes a definition and key behaviors. if (doResize) }, Awards Defense Civilian Human Resources Management System DOD Performance Management and Appraisal Program 8 OPM Consultants provide one-on-one consultation with rating officials, executives, and supervisors regarding individual performance plans, with particular focus on writing results-focused measurable standards. Part 3 (1:23): https://www.cpms.osd . Those Subchapters not yet reformatted are posted here to maintain continuity of information. <> Full Size (71.68 KB) 94 0 obj }); <>/ExtGState<>/ProcSet[/PDF/Text/ImageB/ImageC/ImageI] >>/Annots[ 11 0 R] /MediaBox[ 0 0 612 792] /Contents 4 0 R/Group<>/Tabs/S/StructParents 0>> g_isDynamic = $(this).data('dynamic') === 1 ? guidance in Department of Defense (DoD) Instruction, (DoDI) 1400.25 Volume 431, DoD Civilian Personnel Management System: Performance Management and Appraisal Program, and Title 5, Code of Federal Regulations, Part 315, Career and Career-Conditional Employment. popupResize(pup, giw, gih, true); startingSlideIndex: slideIndex, Available on the Internet from the DoD Some employee groups, such as senior executive service employees and intelligence professions will not be part of the new program. Figure 5 - MyPerformance Main Page 2. Releasability: Cleared for public release. The Performance Management Appraisal Program (PMAP) is designed to communicate organizational goals and objectives between you and your supervisor. <> PERFORMANCE MANAGEMENT AND APPRAISAL PROGRAM ADMINISTRATION IN THE AIR FORCE Purpose: This instruction is composed of several volumes, each containing its own purpose. data_use_cookies: false, A .gov website belongs to an official government DoD to roll out New Beginnings performance appraisal system. Unions continue to play a part as we move forward.. 96 0 obj Management Performance Appraisal Form; Performance Management and Appraisal 237; Performance Appraisal Training of Employees: a Strategy to Enhance Employees' Performance in Public Teacher Training Colleges in Kenya; Existing/Past Performance Appraisal Instructions 97 0 obj The HHS Learning Management Systemwill allow you to select, assess, and will automatically suggest development activities. }); #3 - DPMAP is a 3-tiered performance management program with the rating levels of Level 5 . endobj Communication is key. !yhTW7%C74+LlfDszT;\PIplDu!V`5+\H`ktBlt6%w uF!AI]v Ge!i48%dv AB>j4v24S&tV7v!'t%F/*#$uYd[8$;:&qC5Jef3b1#C\1[}JhSv4vmLZO.4w%T;]BOn>(>dO#X*a> .Mr(MjRWG@i7xGS-]`tLNj.I8z\{7B&E{0,` N*Yp?k/K[yn5uK4Hb3kXhP ap%O|SqVXj,>jvj6UMw0;1`RbC]O[{`_j=}>v5^>Dv?(@B*LkGJ&U,W~Zn\u=kb{Fy[Om2z} {U2NIM5IZa\M:It %RNH-oE?;8JIs_(E;Z4Ix>m$)LQR true : false; Provided by ASA M&RA & DCS, G-1 Public Affairs Office. The Department of Defense provides the military forces needed to deter war and ensure our nation's security. To be effective in their positions, employees need to have the requisite knowledge, skills, abilities and competencies to perform work tasks. The APP must cover each program activity of the DoD set forth in the budget. } The list of abbreviations related to. We will phase the remainder of the employees into the program over the next couple of years, Hinkle-Bowles said. Lock DPMAP was born of the National Defense Authorization Act of 2010, which repealed the statutory authority for the National Security Personnel System (NSPS) and mandated a fair, credible, transparent, enterprise-wide performance management program. stream Copy Link Results-oriented performance appraisal plans are central to linking individual accountability to organizational outcomes to build a high performance organization. Camp Henry, USAG Daegu Headquarters (Bldg. <> # = change number listed on the issuance CH. // console.log(iw + " " + ih + " --- " + (iw + wextra) + " " + (ih + hextra)) <> } Contact us to ask a question, provide feedback, or report a problem. var hextra = 40; Learn What Defense Civilian Personnel Advisory Services is doing about COVID - Learn More. Produces exceptional results or exceeds expectations well beyond specified outcomes. 160401-D-ZZ999-002 Information for managers to support staff including engagement, recognition, and performance. Hinkle-Bowles said this is the critical element for the whole New Beginnings process. xWmO8^aAT!V+N! Civilian Leader Development and Broadening Programs, Highly Qualified Experts and Highly Qualified Experts - Senior Mentors, Talent Management and Succession Planning, Nonappropriated Fund Performance Management, Senior Executive and Senior Professional Compensation Management, Useful Guides Available for Employees on DPMAP, Highly Qualified Experts and Highly Qualified Experts-Senior Mentors. popupResize(pup, giw, gih, false); endobj The DoD Performance Management and Appraisal Program: (1) Provides a framework for supervisors and managers to communicate expectations and job performance. The appraisal program builds on New Beginnings processes including a hiring managers toolkit that was released in May 2015, a new DoD Instruction 1400.25 Volume 431 "DoD Civilian Personnel. Twitter <> } organization in the United States. The DoDI is printed word-for-word in regular font without editorial review. Performance Appraisal Programs and Systems can be developed based on a variety of designs, frombehavioral-based to objective and results-oriented. OPM Consultants can also provide a general briefing to agency officials and human resources personnel on the performance appraisal program/system evaluation results and provide recommendations on how to better comply with the PAAT criteria. // this block is how we execute the special resize for dgov2's slideshow popup <>/F 4/A<>/StructParent 1>> Discover resources to have a balanced career at NIH. Share Annual Performance Report (APR) FY2021. All Army employees covered by the program will be on a single appraisal cycle that is April 1st thru March 31st, with an effective date of June 1st. AMSU Ab-Mat Sit-Up. Serving the Rugged Professional", Survivor Outreach Services | Total Army Sponsorship | Safety, Human Resources | Civilian Expeditionary Workforce, U.S. Army Environmental Command | Assistant Secretary of the Army for Installations, Energy & Environment, Career/Developmental Programs and Local Trainings, Civilian Personnel Advisory Center (CPAC), Freedom of Information Act and Privacy Act and Records Management, IMCOM Operation Excellence (OPEX) Customer Service Training, Individual Development Plans/Army Career Tracker, USAG Daegu Leadership through Engagement, Agility & Development, Performance Management and Individual Assessments, Substance Abuse Prevention/Awareness Training, Directorate of Plans, Training, Mobilization and Security, Equal Employment Opportunity (EEO) Program, Directorate of Family and Morale, Welfare and Recreation, 2nd Battalion, 1st Air Defense Artillery (2-1 ADA), 19th Expeditionary Sustainment Command (19 ESC), 169th Signal, 41st Signal Battalion (USANEC-Walker), 403rd Army Field Support Brigade (Far East), 498th Combat Sustainment Support Battalion, 607th Materiel Maintenance Squadron (US Air Force), Army Medical Material Command Korea (AMEDD), Bravo Company, 524th Military Intelligence Battalion, Marine Corps Forces Korea (MARFOR-K) -US Marine Corps, Military Sealift Command Office Korea (MSCO) - US Navy, Assistant Secretary of the Army for Installations, Energy & Environment. Like the annual performance appraisal plan, IDPs should be developed at the beginning of the fiscal year (or rating period) and establish individual training and development expectations. (2) Links individual employee performance and organizational goals. var ww = $(window).width(); Read the latest guidance here: NPSINST 12430.1A Performance Management and Appraisal Program 20 Oct 21 (PDF). What is the purpose of Dpmap? OPM Consultants can help guide the development of IDP forms and procedures and train managers and employees on its use. Accessing the DoD Performance Management Appraisal Tool To access the DoD enterprise suite of Human Resources (HR) tools every user must enter the portal. The goal is for the new appraisal program to be in place to cover the vast majority of the departments Wage Grade and General Schedule employees by October 2018. Individual AssessmentsAn individual assessment is the ideal instrument for evaluating potential, leadership ability, and preferences. endstream DPMAP places a strong emphasis on supervisory responsibilities and employee engagement. A hard copy prescribed form will be used for supervisors or employees who do not have computer access. const slideIndex = slideNumber - 1; Encourage continuous recognition and rewards throughout the year: X. giw = $(popupThis).data('width'); Photo By: DoD Performance Management and Appraisal Program STEP #1 - Federal Employees COMPLETE the following: 1. width: 40px; The following six performance elements apply to DCIPS employees: Accountability for Results. Evaluation of a performance appraisal program/system includes: An effective performance appraisal program should be designed to hold individuals accountable for organizational results. slideshowSelector: ssSelector, #1211 | 1st Floor | Room #129), Closed Sat, Sun and U.S. Federal Holidays, U.S. ARMY INSTALLATION MANAGEMENT COMMAND, "We Are the Army's Home - VIRIN: CEO Chief Executive Officer. 'SI%|.y3r7dIj^sy'cyk;gHgf!jf jP, if (!g_isDynamic) h225P0P025T05 $(window).resize(); //console.log("slideNumber for popup", slideNumber) var wh = $(window).height(); The Armys phased implementation will be executed from April 2016 through June 2018. %PDF-1.5 July 2016. display: block; On MyPerformance Main Page create a new performance plan by selecting 'DoD Performance Management Appraisal Program' from the Choose a Plan Type drop-down menu depicted in Figures 5 and 6. IDPs are a component of the Performance Process. Please email the office of primary responsibility (OPR) with your questions: USD(P&R), An official website of the United States government, DoDI 1400.25: Civilian Personnel Management. Additionally, an automated appraisal tool is available for administering and documenting performance management activities. During this time, the Army will transition more than 200,000 Army Civilian employees into the new program. endstream endobj 1170 0 obj <. Diversity, Equity, Inclusion, and Accessibility, Multi-Agency Policy Advisory Council (MPAC), Watch GovExec's Performance Management Viewcast, Performance appraisal system requirements, procedures, forms, and cycles that comply with law and OPM regulations, Performance-based job elements that are linked to the agencys strategic plan and metrics in annual reports to Congress, A valid, weighted derivation formula to create summary ratings for performance (SES and SL/ST only), Identify broad program/office goals for performance plans, For competency-based performance plans, OPM can develop a Competency Rating Tool - tool that facilitates the standardization of rating generic core competencies. endobj endobj var isMobile = window.matchMedia('(max-width: 1200px)').matches; <> Secure .gov websites use HTTPS LinkedIn Step 1: Identify Technical Competencies Applicable to Your Position. DOA Delegation of Authority. 95 0 obj [ 250 0 0 0 0 0 0 0 333 333 0 0 250 333 250 278 500 500 500 500 500 500 0 0 0 0 278 0 0 564 0 0 0 722 667 667 722 611 0 722 722 333 389 0 611 889 722 722 556 0 667 556 611 0 0 0 0 0 0 0 0 0 0 0 0 444 500 444 500 444 333 500 500 278 278 0 278 778 500 500 500 0 333 389 278 500 500 722 0 500 444] There are many forms of individual development plans. Defense Performance Management & Appraisal Program (DPMAP) Q. uick Reference Guide. endobj endobj Welcome participants as they arrive for the class. DefensePerformance Management & Appraisal Program (DPMAP) Q uick Reference Guide Appraisal cycle: 1 Apr to 31 Mar (AFI36-1002, Performance Management and Appraisal Program. <> First-Pass Performance Plan Review Skilling: Upskilling and Hiring to ensure right skills for delivering objectives; Performance Management: Expectation settings, regular reviews (1-1) and annual appraisals; Grooming: Constructive feedback to team members, situational leadership to handle unexpected instances (health, conflicts, losses, stress), mentoring. @E-k3c D"2Lh-&hp=\B.A*0 I6Y\lW4F*Wdy2h2_riOt:4#7w8|%gE!jE?bQ T&Zk Gl4d^` G className: 'inline-popup', fixed: true, transition: "none", opacity: .9, inline: true, width: w, height: 'auto', maxWidth:"80%", maxHeight:"100%", close: isDgov2Slideshow || isDGOV2 ? pup = undefined; Share sensitive information only on official, var iw = w; Paige Hinkle-Bowles, the deputy assistant secretary of defense for civilian personnel policy, said New Beginnings represents a series of requirements that grew out of the National Defense Authorization Act of 2010. GAO 11 524R Performance Management DOD Is Terminating the. Employees' Introduction to the DoD Performance Management and Appraisal Program (DPMAP) LER DPMAP V2 MAR2017 Instructor Notes: Display the course title slide as participants arrive for training. }, The appraisal program builds on New Beginnings processes including a hiring managers toolkit that was released in May 2015, a new DoD Instruction 1400.25 Volume 431 "DoD Civilian Personnel Management System: Performance Management and Appraisal System" published in February, and train-the-trainer sessions launched in January. The U.S. Army has begun to transition its civilian staff into the new Defense Performance Management and Appraisal Program for Defense Department employees. program a dod wide performance management program that, the defense department is preparing to roll out the . popupSelector: popSelector, endobj } slideshowSelector: ssSelector, Select the Go button to navigate to the People in Hierarchy page. To recruit and retain a highly skilled and diverse workforce for the NIH. SUMMARY: This Instruction reissues and cancels DoD 1400.25-M, "Civilian Personnel Manual," and is composed of several volumes, each containing its own purpose. onClosed: function () { hTK@}]1(Q`Pk[3gq3}%qr>sYN{:0%/CAm'0^&4wb-c4(ogD=Sg#l}^])7B-|C^Jc[&7^:f:tly|t6JK#^XaR)s~9OWZ}0 W$ Access your personnel information and process HR actions through these systems. More is better, Hinkle-Bowles said. VII. 16 0 obj New Beginnings cpms.osd.mil don interim performance appraisal form version 4.0 don ipms handbook setting a performance plan dod supplemental guidance on awards limitations for fy11 & fy12. The competencies listed below are the suggested competencies for individuals working in the Program/Management Analysis job function: After identifying the applicable technical competencies, please review the competencies dictionary to identify additional non-technical competencies that are essential in your position. Date = expiration date listed on the issuance, OPR = office of primary responsibility (contact with questions about the issuance). } if (isDgov2Slideshow) { if (g_isDynamic) 8aeDmNp#+\1cLIf$zB}i`{x`NF&\brD9sHNHcx!,d:=>b;SRAoLe|X2l3`SN[YlG1UXXUM8dEw8'RG!X7U6uOm8O'j(PJhj2}p8IjTcE$a\XWVDl>ne\6`E.XL?_T.] )~Bz_VL4}dbF>,y5dS;#epQQ_a^i{ /,"{pl4'VQ};'~g!N!n6,%&4B[=i]]18hc_J8mLO[W&^I>Bln?D)CqK+#SqHizRI,'2+) dgov2slideshowPopupResize(ibox, w, h, doResize); 3. var popupHeight = jQuery(this.href.substring(this.href.lastIndexOf("#"))).outerHeight(true); background-position: bottom center; 4 0 obj OPM Consultants can help agencies identify the right performance appraisal strategy to ensure accountability, fairness, and alignment with the function and strategy of the agency. Army Civilian Evaluation Bullets Examples. Resources for training to develop your leadership and professional skills. The DoD Performance Management and Appraisal Program Performance Management and Appraisal Program (DPMAP) for guidance in applying the requirements of DPMAP. 3. )` 1169 0 obj <> endobj OPM Consultants ensure the program/system adequately addresses the requirements of the Human Capital Assessment and Accountability Framework (HCAAF) and the criteria specified in the Performance Appraisal Assessment Tool (PAAT). # = change number listed on the issuance, CH. Giving Input on Your Performance Step 5: Return to My Performance Main Page and Select "Go" ("Update" shows ownership) https://compo.dcpds.cpms.osd.mil/ Step 6: Select "Annual Appraisal" tab Overview, 1 of 9 Overview; Culture of High Performance, 2 of 9 Culture of . secure websites. endstream endobj 2649 0 obj <>stream Process Management. L1yw=YatI$5:#$tHR/43u8$q/N#I>qH2g!.?T%.]wCsoC+c 3g{"?C,~y eYvWCg^w1/j-oha\xvXVx~k>Wi\yuCo{?u\=l7yv, \IKi1i\x$oIX!{[MI39~N>iL{= $(ibox).find(".img-responsive").width(iw); <> 3-tiered performance management program with the narrative ratings ofLevel 5 Outstanding, Level 3 - Fully Successful and Level 1Unacceptable. $(".popup").click(function () { endstream endobj startxref } Lacks or fails to use skills required for the job. Email ui_508_compliant: true, 24 0 obj This suggested competency model is designed to help you select the most applicable competencies to your position. ih = Math.floor(ih * ratio); const popupThis = this; The competencies listed below are the suggested competencies for individuals working in the Program/Management Analysis job function: Federal and Departmental Policies and Procedures Knowledge. height: 100%; 15 0 obj Key to the program is its emphasis on timely recognition and reward of employee contributions throughout the cycle, which runs annually from April 1 to March 31, Hinkle-Bowles said. <> 5 Modern method of performance appraisal There are some common and modern appraisal methods that many organizations gravitate towards, including: 1. USAG Daegu offers the True Colors Personality Assessment to civilian employees interested in increasing self-awareness of their preferences for learning and working in collaborative environments. Ensure performance appraisal system requirements, procedures, forms, and cycles that comply with law and OPM regulations, Ensure performance-based job elements are linked to the agencys strategic plan and metrics in annual reports to Congress, Ensure a valid, weighted derivation formula is in place to create summary ratings for performance (SES and SL/ST only), Ensure goals are consistent across programs/offices; ). $("#cboxLoadedContent").css("overflow-y", "hidden"); This training has been added to the Master Development Plan (MDP) for all employees. The performance plan appraisal review process includes three pass reviews of individual performance plans with specific feedback on criteria specified in the PAAT, general briefings to managers and human resources officials, and one-on-one consultation with appraisal plan holders if needed. The amount of performance elements and standards for supervisors must be equal to or greater than the non-supervisory(technical) elements and standards. The Defense Performance Management and Appraisal Program (DPMAP), is a standardized Defense- wide performance and appraisal system and will replace the current Interim Performance Management System (IPMS).