DATE: Friday, October 17, 2025
IBC shared the following communication with all employees. We are providing it to you as a sample in case your organization would like to send a similar message.
IBC Employee & Labor Relations hasn’t received any guidance on the impact of the current lapse of appropriations on the FY 2025 Performance Period dates previously shared.
Because performance management is not considered an excepted activity, we do not anticipate receiving any further guidance until the shutdown has ended.
During this time, we still encourage employees to develop a self-accomplishments narrative and for supervisors to start preparing for their future performance discussions and performance evaluations.
We will provide further guidance, including any changes to dates, after the shutdown.
Helpful Tips for Employees:
Preparing self-accomplishments
- Review your performance standards to understand expectations at each level.
- Document your work and align your accomplishments with the corresponding elements.
- Set a weekly reminder to update your tracking document.
- Explain how your performance contributed to organizational goals, IBC Strategic Themes and DOI strategic priorities.
- Provide examples of work products and how they met or exceeded performance standards (i.e., Outstanding, Exceeds Expectations, Fully Successful).
- Highlight ways you showed initiative, solved problems, or improved processes.
- Include any positive feedback or “kudos” received during the performance period.
- Be ready to share this information with your supervisor at the end of the performance period.
- Prepare questions about feedback on specific assignments, areas for growth and training needs.
- Upload your self-assessment to USA Performance or share it directly with your supervisor.
Helpful Tips for Rating Officials:
Preparing for performance discussions
- Review and incorporate the employee’s self-assessment in this discussion.
- Revisit the Employee Performance Appraisal Plan (EPAP) to refresh your understanding of the performance standards.
- Use specific examples in your performance discussions.
- Develop a system to track team accomplishments to support final ratings.
- Practice active listening to ensure successful two-way performance discussions.
- Meet regularly with each team member and reference recent items you have documented about their performance.
- Be open to questions and provide specific feedback on their performance.
- Include narratives for all rating levels to explain performance and justify ratings.
- Block time on your calendar to prepare and issue performance ratings.
Resources:
Questions:
- If you have any questions, please contact IBC Employee & Labor Relations at IBC_HR_Operations_ERLR@ibc.doi.gov.