Performance Appraisal Program

The DoD Performance Appraisal System, Defense Performance Management and Appraisal Program (DPMAP), guides the performance evaluation of most employees at the Department of Defense Education Activity. 

DPMAP is designed to help foster a cultural change that encourages employee engagement, on-going communication, on-going employee recognition, and accountability.

All employees and supervisors with computer access are required to use MyPerformance when creating, reviewing, or approving performance plans; documenting modifications to performance plans; documenting progress reviews; documenting employee input on his or her individual performance; and documenting performance ratings and assessments. You should develop, review, and sign your Performance Appraisal with your supervisor no less than 30 days after your Appointment Effective Date.  This is completed through MyBIZ.

Employees are encouraged to play an active role in their performance plans. The performance process is a joint collaboration between employee and supervisor. Communication is key.

A copy of DoD 1400.25, Volume 431 DoD Civilian Personnel Management System, Performance Management and Appraisal Program, can be found at Executive Services Directorate website.

DoDEA’s rating cycle is different than most DoD organizations, and runs from May 1 – April 30 of the following year.

You can access the MyPerformance DPMAP Employee User Guide at DoDEA Intranet

Progress Reviews - At least one face-to-face progress review is required. Normally, this is done midway through the rating cycle/school year. Your supervisor is required to document the date that this meeting took place in the online MyPerformance appraisal tool. Once that is completed you will be required to log into MyBIZ to acknowledge the progress review.

What are the general steps that must be accomplished and documented for each rating cycle?
Steps Responsible Person
1. Create performance plan Rating Official (RO)/Employee
2. Approve plan Rating Official and Higher Level Reviewer (HLR) if elements are not standardized
3. Conduct initial performance plan meeting Rating Official with Employee
4. Enter date initial performance plan meeting occurred and send plan to employee for acknowledgment Rating Official
5. Acknowledge receipt of plan Employee
6. Conduct at least one progress review discussion. (Written employee input and RO assessment in the online system is not mandatory, but encouraged for progress reviews.) Rating Official with Employee
7. Enter date progress review discussion occurred and send to employee for acknowledgment Rating Official
8. Acknowledge progress review Employee
9. Input feedback for the RO to prepare final rating (optional) Employee
10. Input written assessments for all elements (required for elements rated 5 or 1 and optional, but highly encouraged for elements rated 3) Rating Official
11. Approve final performance appraisal/rating of record Rating Official and Higher Level Reviewer
12. Conduct final performance appraisal discussion Rating Official with Employee
13. Enter date final performance appraisal discussion occurred and send appraisal to employee for acknowledgement Rating Official
14. Acknowledge final appraisal Employee