ANNISTON ARMY DEPOT, Ala. -- The annual appraisal cycle ends next month. Here are some reminders about the performance appraisal program used by Anniston Army Depot and other military installations.
What is DPMAP?
DPMAP is the acronym for DOD Performance Management and Appraisal Program.
DPMAP is a three-tiered performance management program with the rating levels of "Level 5 -- Outstanding", "Level 3 - Fully Successful" and "Level 1 --Unacceptable".
Each performance element is given a rating that corresponds to these levels. All elements are critical and will not be weighted.
The overall rating will be calculated in the MyPerformance tool by adding together the individual ratings for each element and that sum will be divided by the total number of elements.
This calculation will be used to determine the final overall rating -- Outstanding, Fully Successful or Unacceptable.
What is the appraisal rating cycle?
Every year, the appraisal cycle is from April 1 to March 31.
What needs to be completed during the rating cycle?
Three formal documented performance discussions between supervisors and employees are required during each appraisal cycle.
These discussions are the initial meeting to discuss the performance plan, one progress review, and the final appraisal and are documented in the MyPerformance Tool.
Additional performance discussions between supervisors and employees are encouraged.
Where is this information and documentation kept?
The MyPerformance Tool, which can be accessed through MyBiz (log into the DCPDS Portal at compo.dcpds.cpms.osd.mil/), is the automated system where the plans/appraisals are kept and documented.
If possible, employees will need to access the MyPerformance Tool at each of the three formal documented performance discussions to acknowledge and/or provide input.
Where can I find additional information about DPMAP and the MyPerformance Tool?
• ANAD Intranet -- Training tab
• Defense Civilian Personnel Advisory Service DPMAP Website - https://www.dcpas.osd.mil/LER/DPMAP. The website includes training videos and a list of frequently asked questions.
• DOD Instruction 1400.25, Volume 431, DOD Civilian Personnel Management System: Performance Management and Appraisal Program
Employee Input:
It is extremely important for the employee to document their performance during the year. This will allow them to not only have an open discussion with their leadership at the progress review about their performance, but will also remind them of employee performance at the time of final rating.
Some examples of documentation would be awards, emails, dates and times that you were told good job by leadership or spreadsheets showing where you have met or exceeded goals that were a part of your standards.
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