DATE: Wednesday, May 6, 2026
With the Mid-Year Progress Review deadline coming up on May 15, 2026, please remember that this will serve as the official mid-year progress review and should follow the schedule and documentation process outlined below.
Note: The FY 2026 performance appraisal period requires a minimum of three progress reviews. During the performance period, supervisors and employees should discuss:
- Where the employee meets or exceeds expectations.
- How the employee can continue to grow.
- Where the employee is failing to meet expectations (if applicable).
Progress Review – Formal discussion between the rating official and the employee to review the employee’s progress and communicate performance on critical elements as compared to the established performance standards; to make any recommended revisions to the performance plan; and to consider/identify any developmental needs or performance improvement required.
Progress Review Schedule
To ensure meaningful and timely performance conversations, all employees and supervisors should plan accordingly.
| Initial Review: Goal Setting & Alignment | Mid-Year: Progress Review | Third Review: Pre-Year-End Wrap-Up |
|---|---|---|
| Status: Completed | Due: May 15, 2026 | Due: July 15, 2026 |
| Confirm performance goals and expectations, align priorities, and clarify success measures. | Review progress towards goals, identify any challenges, and adjust the plan as needed. | Discuss final progress, prepare for year-end evaluations, and capture accomplishments and lessons learned. |
Documenting the Mid-Year Progress Reviews
Non-USA Performance users should document the progress reviews via email and submit the emails with the final performance appraisal. For USA Performance users, please follow these instructions:
Mid-Year Progress Review
The mid-year progress review should be documented in the Progress Review Notes, located in the Performance Plan under Part 2: Progress Review. Both the Rating Official’s signature and the Employee’s signature are required for this review.
Important Reminders
- Avoid last-minute conflicts by scheduling mid-year progress reviews in advance (use calendar invites with clear agendas to keep everyone on track).
- Schedule 30-60 minutes to ensure readiness and open conversations.
- Employees should bring examples of work, training, and accomplishments.
Resources:
- OPM Memorandum: Performance Management for Federal Employees
- Performance Management – OPM.gov
- IBC HR Operations Communications
Questions:
- Contact the Employee Relations and Labor Management Branch at IBC_HR_Operations_ERLR@ibc.doi.gov.