§4313 — Title 5 Government Organization and Employees | U.S. Code

Summary

Senior Executive Service performance reviews must judge both an executive’s own work and how well their organization performs. Reviews must look at things like improved efficiency and quality (including less paperwork), saving money, doing work on time, how staff perform, meeting affirmative action/EEO and merit rules (section 2301), and protecting whistleblowers (section 4302(b)(2)).

Title 5, §4313

Government Organization and Employees — Source: USLM XML via OLRC

Appraisals of performance in the Senior Executive Service shall be based on both individual and organizational performance, taking into account such factors as—

(1)improvements in efficiency, productivity, and quality of work or service, including any significant reduction in paperwork;

(2)cost efficiency;

(3)timeliness of performance;

(4)other indications of the effectiveness, productivity, and performance quality of the employees for whom the senior executive is responsible;

(5)meeting affirmative action goals, achievement of equal employment opportunity requirements, and compliance with the merit systems principles set forth under section 2301 of this title; and

(6)protecting whistleblowers, as described in section 4302(b)(2).

Notes & Related Subsidiaries

Editorial Notes

Amendments

2017—Par. (6). Pub. L. 115–91 added par. (6). 1994—Par. (5). Pub. L. 103–424 amended par. (5) generally. Prior to amendment, par. (5) read as follows: “meeting affirmative action goals and achievement of equal employment opportunity requirements.”

Statutory Notes and Related Subsidiaries

Effective Date

Section effective 9 months after Oct. 13, 1978, and congressional review of provisions of sections 401 through 412 of Pub. L. 95–454, see section 415(a)(1), (b), of Pub. L. 95–454, set out as a note under section 3131 of this title.

§4313 Criteria for Performance Appraisals