5 U.S.C. § 5406 — Agency plan
submitted 23 years ago by Pub. L. 108-136 to r/title-5-GOVERNMENT-ORGANIZATION-AND-EMPLOYEES · 282 words · no verdicts yet
This section lists what an agency plan must contain before the Office may allocate Fund money. It also requires Office review and an annual evaluation by the Chief Human Capital Officers Council.
(a) To be eligible for an Office allocation, an agency must (1) develop a plan that includes (A) adherence to section 2301 merit principles; (B) a fair, credible, transparent appraisal system; (C) a connection among pay for performance, appraisals, and the agency strategic plan; (D) employee involvement in designing and carrying out the system; (E) enough training and retraining for supervisors, managers, and employees; (F) continuing feedback and discussion between supervisors, managers, and employees during the appraisal period, with review schedules; (G) safeguards making system administration fair, equal, and performance-based; and (H) a way to ensure enough agency resources for design, implementation, and administration; (2) after approval, receive Office funding; (3) pay employees under the approved plan; and (4) give the Office the information it specifies about payments and Fund use.
(b) In consultation with the Chief Human Capital Officers Council, the Office must review and approve the plan before the agency may receive an allocation.
(c) The Council must include in its annual report to Congress under section 1303(d) of the Homeland Security Act of 2002 an evaluation of how agency performance-management systems were developed and implemented.
To be eligible for consideration by the Office for an allocation under this section, an agency shall—
develop a plan that incorporates the following elements:
adherence to merit principles set forth in section 2301;
a fair, credible, and transparent employee performance appraisal system;
a link between the pay-for-performance system, the employee performance appraisal system, and the agency’s strategic plan;
a means for ensuring employee involvement in the design and implementation of the system;
adequate training and retraining for supervisors, managers, and employees in the implementation and operation of the pay-for-performance system;
a process for ensuring ongoing performance feedback and dialogue between supervisors, managers, and employees throughout the appraisal period, and setting timetables for review;
effective safeguards to ensure that the management of the system is fair and equitable and based on employee performance; and
a means for ensuring that adequate agency resources are allocated for the design, implementation, and administration of the pay-for-performance system;
upon approval, receive an allocation of funding from the Office;
make payments to individual employees in accordance with the agency’s approved plan; and
provide such information to the Office regarding payments made and use of funds received under this section as the Office may specify.
The Office, in consultation with the Chief Human Capital Officers Council, shall review and approve an agency’s plan before the agency is eligible to receive an allocation of funding from the Office.
The Chief Human Capital Officers Council shall include in its annual report to Congress under section 1303(d) of the Homeland Security Act of 2002 an evaluation of the formulation and implementation of agency performance management systems.
Source credit: (Added Pub. L. 108–136, div. A, title XI, § 1129(a), Nov. 24, 2003, 117 Stat. 1644.)
- 2003Enacted · Pub. L. 108-136 · 117 Stat. 1644
A history note hasn’t been published yet. The record shows enactment by Pub. L. 108-136 on 2003-11-24.
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